MANAGING CAREERS BY: MAY ANGELINE S.

CURBI

What is a Career?

 The pattern of work-related experiences that span the course

 The sequence of positions that a person has held over his or her life.

 Any work, paid or unpaid, pursued over an extended time, can constitute a career

An organization’s support to its employees includes..

 Communicating clearly the organization’s goals & future strategies.

 Creating growth opportunities.

 Offering financial assistance.

 Providing time for employees to learn.

ORGANIZATIONAL CAREER PLANNING

 INVOLVES TRACKING CAREER PATHS AND DEVELOPING CAREER LADDERS WHEREIN HRM
SEEKS INFORMATION TO DIRECT AND TO MONITOR THE PROGRESS OF SPECIAL GROUPS OF
EMPLOYEES, AND TO ENSURE THAT CAPABLE PROFESSIONAL, MANAGERIAL, AND TECHNICAL
TALENT WILL BE AVAILABLE TO MEET THE ORGANIZATION’S NEEDS.

INDIVIDUAL CAREER DEVELOPMENT

 FOCUSES ON ASSISTING INDIVIDUALS TO IDENTIFY THEIR MAJOR GOALS AND HOW TO

ACHIEVE THEM.

 FOCUSES ENTIRELY ON THE INDIVIDUAL AND INCLUDES HIS OR HER LIFE OUTSIDE THE
ORGANIZATION.

CAREER DEVELOPMENT

-Looks at the long-term career effectiveness and success of organizational personnel.

EMPLOYEE DEVELOPMENT

-Focused on work effectiveness or performance in the immediate or intermediate time frames.

Advantages of career development

-Needed talent will be available .

-The organization’s ability to attract and retain talented employees.

-Minorities and women have comparable opportunities for growth and development.

-Reduced employee frustration.

-Enhanced cultural diversity.

 -Organizational goodwill

Career development: Value for the individual

 It includes using one’s skills and abilities to face expanded challenges

 having greater responsibilities

 Increased autonomy in one’s chosen profession

External Career

 involves properties or qualities of an occupation or an organization.

Mentoring or coaching

 It is when a senior employee takes an active role in guiding another individual.

Mentor

 Is a personal coach in the organization who assist the “next generation” of leaders in learning
the organizational ropes.

advantages

 Learning by doing

 Opportunities for high interaction

 Rapid feedback on performance

disadvantages

 Tendencies to perpetuate the current styles and practices in the organization.

 Heavy reliance on the coach’ ability to be a good teacher.