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    Careers and Career Management

    Uploaded by

    Pulkit Gupta
    This document discusses career management and its importance for both companies and employees. It outlines that career management involves employees assessing their skills and interests, setting goals and taking action to achieve them. Companies that support career management through resources like training retain and motivate employees better. Both companies and employees share responsibility for career management. The document also presents models of career stages and types, as well as the roles of employees, managers and HR in the career management process.

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    Careers and Career Management

    Uploaded by

    Pulkit Gupta
    43 views23 pages
    This document discusses career management and its importance for both companies and employees. It outlines that career management involves employees assessing their skills and interests, setting goals and taking action to achieve them. Companies that support career management through resources like training retain and motivate employees better. Both companies and employees share responsibility for career management. The document also presents models of career stages and types, as well as the roles of employees, managers and HR in the career management process.

    Original Description:

    career

    Original Title

    Career Mgmt

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    This document discusses career management and its importance for both companies and employees. It outlines that career management involves employees assessing their skills and interests, setting goals and taking action to achieve them. Companies that support career management through resources like training retain and motivate employees better. Both companies and employees share responsibility for career management. The document also presents models of career stages and types, as well as the roles of employees, managers and HR in the career management process.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    43 views23 pages

    Careers and Career Management

    Uploaded by

    Pulkit Gupta
    This document discusses career management and its importance for both companies and employees. It outlines that career management involves employees assessing their skills and interests, setting goals and taking action to achieve them. Companies that support career management through resources like training retain and motivate employees better. Both companies and employees share responsibility for career management. The document also presents models of career stages and types, as well as the roles of employees, managers and HR in the career management process.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    of 23

    Careers and Career Management

    Introduction
    Restructuring of organizations makes it
    essential that companies reconsider the
    concepts of career and career
    management in order to retain and
    motivate employees.
    Companies successful at managing
    employee growth that accompanies
    business expansion emphasize that
    employees are to be responsible for career
    management.

    Introduction

    (continued)

    These companies do provide resources


    supporting careers such as development
    opportunities, mentoring, and training
    managers in how to coach employees.
    A major challenge is how to balance
    advancing current employees careers
    with simultaneously attracting and
    acquiring employees with new skills.

    What Is Career Management?


    Career management is the process
    through which employees:
    Become aware of their own interests,
    values, strengths, and weaknesses.
    Obtain information about job
    opportunities within the company.
    Identify career goals.
    Establish action plans to achieve career
    goals.

    Why Is Career Management


    Important?
    From the companys perspective,
    perspective
    the failure to motivate employees to
    plan their careers can result in:
    A shortage of employees to fill open
    positions
    Lower employee commitment
    Inappropriate use of budget allocated
    for training and development programs

    Why Is Career Management


    Important?
    (continued)

    From the employees perspective,


    perspective
    lack of career management can result in:
    Frustration
    Feelings of not being valued by the
    company
    Being unable to find suitable employment
    should a job change be necessary due to
    mergers, acquisitions, restructuring, or
    downsizing.

    Career Management and Career


    Motivation
    Career motivation refers to:

    Employees energy to invest in their


    careers
    Their awareness of the direction they want
    their careers to take
    The ability to maintain energy and direction
    despite barriers they may encounter

    Career motivation has three aspects:


    Career resilience
    Career insight
    Career identity

    The Value of Career Motivation


    Components of Career Motivation
    Career Resilience

    Company Value
    Innovation
    Employees adapting to unexpected changes
    Commitment to Company
    Pride in Work

    Career Insight

    Employee Value
    Be aware of skill strengths and weaknesses
    Participate in learning activities
    Cope with less than ideal working conditions
    Avoid skill obsolescence

    Career Identity

    What Is A Career?
    Traditional Career
    Sequence of positions held within an
    occupation
    Context of mobility is within an organization
    Characteristic of the employee

    Protean Career
    Frequently changing based on changes in the
    person and changes in the work environment
    Employees take major responsibility for
    managing their careers

    Comparison of Traditional Career


    and Protean Career:
    Dimension

    Traditional Career

    Protean Career

    Goal

    Promotions
    Salary increase

    Psychological success

    Psychological contract

    Security for commitment

    Employability for flexibility

    Mobility

    Vertical

    Lateral

    Responsibility for
    Management

    Company

    Employee

    Pattern

    Linear and expert

    Spiral and transitory

    Expertise

    Know how

    Learn how

    Development

    Heavy reliance on formal


    training

    Greater reliance on relationships


    and job experiences

    A Model of Career Development


    Career development is the process by which
    employees progress through a series of stages.
    Each stage is characterized by a different set
    of developmental tasks, activities, and
    relationships.
    There are four career stages:
    Exploration
    Establishment
    Maintenance
    Disengagement

    A Model of Career Development


    (continued)
    Exploration

    Establishment

    Maintenance

    Disengagement

    Developmental
    tasks

    Identify interests,
    skills, fit between
    self and work

    Advancement,
    growth, security,
    develop life style

    Hold on to
    accomplishments,
    update skills

    Retirement
    planning, change
    balance between
    work and nonwork

    Activities

    Helping
    Learning
    Following
    directions

    Making
    independent
    contributions

    Training
    Sponsoring
    Policy making

    Phasing out of
    work

    Relationships
    to other
    employees

    Apprentice

    Colleague

    Mentor

    Sponsor

    Typical age

    Less than 30

    30 45

    45 60

    61+

    Years on job

    Less than 2 years

    2 10 years

    More than 10
    years

    More than 10
    years

    The career management


    process:

    SelfAssessment

    Reality
    Check

    Goal Setting

    Action
    Planning

    Components of the Career Management


    Process:
    Self-Assessment
    Use of information by employees to
    determine their career interests, values,
    aptitudes, and behavioral tendencies.
    Often involves psychological tests.

    Reality Check
    Information employees receive about how
    the company evaluates their skills and
    knowledge and where they fit into
    company plans.

    Components of the Career Management


    Process: (continued)
    Goal Setting
    The process of employees developing
    short- and long-term career objectives.
    Usually discussed with the manager and
    written into a development plan.

    Action Planning
    Employees determining how they will
    achieve their short- and long-term career
    goals.

    Design factors of Effective Career


    Management Systems:
    System is positioned as a response to
    a business need.
    Employees and managers participate
    in development of the system.
    Employees are encouraged to take an
    active role in career management.
    Evaluation is ongoing and used to
    improve the system.

    Design factors of Effective Career


    Management Systems: (continued)
    Business units can customize the system
    for their own purposes.
    Employees need access to career
    information sources.
    Senior management supports the career
    system.
    Career management is linked to other
    human resource practices such as
    training, recruiting systems, and
    performance management.

    Shared Responsibility:
    Roles in Career Management
    Employees

    Manager

    HR Manager

    Company

    Employees Role in Career


    Management
    Take the initiative to ask for feedback from
    managers and peers regarding their skill
    strengths and weaknesses.
    Identify their stage of career development
    and development needs.
    Seek challenges by gaining exposure to
    learning opportunities.
    Interact with employees from different work
    groups inside and outside the company.
    Create visibility through good performance.

    Managers Role in Career


    Management
    Roles

    Responsibilities

    Coach

    Probe problems, interests, values, needs


    Listen
    Clarify concerns
    Define concerns

    Appraiser

    Give feedback
    Clarify company standards
    Clarify job responsibilities
    Clarify company needs

    Advisor

    Generate options, experiences, and relationships


    Assist in goal setting
    Provide recommendations

    Referral agent

    Link to career management resources


    Follow up on career management plan

    HR Managers Role in Career


    Management
    Provide information or advice about
    training and development opportunities.
    Provide specialized services such as
    testing to determine employees values,
    interests, and skills.
    Help prepare employees for job searches.
    Offer counseling on career-related
    problems.

    Companys Role in Career


    Management
    Companies are responsible for providing
    employees with the resources needed to
    be successful in career planning:
    Career workshops
    Information on career and job
    opportunities
    Career planning workbooks
    Career counseling
    Career paths

    Evaluating Career Management


    Systems
    Career management systems need to be
    evaluated to ensure that they are meeting the
    needs of employees and the business.
    Two types of outcomes can be used to evaluate:
    Reactions of the customers (employees and
    managers) who use the career management
    system
    Results of the career management system

    Evaluation of a career management system


    should be based on its objectives.

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