vGeneral introduction , CM meaning . vWhy CM is important . vC . M module . vC . M cycle .
To Go . • Step 1 ( b ): • Step Development Areas • Feedback . • Step Plan . • Step

INTRODUCTION Career Management
Step 1 ( a ): Determine Where You Want Understand Your Work type . 2 : Identify Your Strengths and Through 360 Degree

3 : Make a Career Development 4 : getting closer to your goal .

vC . M model , process , its component . vCompany ’ s role , HR manager , employee role in CM . vConclusion .
01/03/10 continued.......


..If you don’t know where you’re going. the realist adjusts the sails” 01/03/10 continued... you might end up somewhere else! “ The pessimist complains about the wind. 3 ---. the optimist expects it to change.William Arthur ...

and creating plans to achieve those goals.4 Ø Career is a term defined by the Oxford English Dictionary as an individual's "course or progress through life (or a distinct portion of life)".. learning about various job opportunities. Ø Career management refers to efforts made by the individual or the organization to manage one’s career... CAREER MANAGEMENT Ø continued. identifying career goals. 01/03/10 . This consists of identifying one’s interests....

Why Is Career Management Important?  From the company’s perspective..... 01/03/10 5 .. the failure perspective to motivate employees to plan their careers can result in: shortage of employees to fill • open positions  Lower employee commitment  Inappropriate use of monies • allocated for training and • development programs A • continued..

continued....Why Is Career Management Important? (continued) From the employees’ perspective. or downsizing. 01/03/10 6 .. acquisitions.. lack perspective 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.. restructuring.

...Career Management Module Self-Assessment Research Solid Performance in Current Job Decision Making Goal-Setting Continuous Learning And 7 Evaluation 01/03/10 continued.... .

8 .......Career Management CYCLE • Step 1(a): Determine Where You Want To Go • (b): Understand Your Work type • Step 2: Identify Your Strengths and Development Areas Through 360 Degree Feedback • Step 3: Make a Career Development Plan • Step 4:getting closer to your goal 01/03/10 continued.

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 College Of Agri Business Management .

Comparison of Traditional Career and Protean Career: Dimension Goal Psychological contract Mobility Responsibility for Management Pattern Expertise Development Traditional Career Promotions Salary increase Security for commitment Vertical Company Linear and expert Know how Heavy reliance on formal training Protean Career Psychological success Employability for flexibility Lateral Employee Spiral and transitory Learn how Greater reliance on relationships and job experiences 10 .

Each stage is characterized by a different set of developmental tasks. activities. There are four career stages: Exploration Establishment Maintenance College Of Agri Business Management Disengagement .A Model of Career Development Career development is the process by which employees progress through a series of stages. and relationships.

security . fit between self and work Activities Helping Learning Following directions Establishment Maintenance Advancement . update skills Disengagement Retirement planning .A Model of Career Development (continued…. skills .. develop life style Hold on to accomplishmen ts .) Exploration Development Identify al tasks interests . change balance between work and non . growth .work Making Training Phasing out independent Sponsoring of work contributions Policy making Colleague Mentor Sponsor Relationshi Apprentice ps to other employees Typical age Less than 30 Years on job Less than 2 years 30 – 45 2 – 10 years 45 – 60 More than 10 years 61 + More than 10 years 12 .

The career management process:   Self -Self Assessment  Assessment  Reality Check Reality Check Goal Setting Goal Setting Action Action Planning Planning College Of Agri Business Management .

College Of Agri Business Management .Components of the Career Management Process: • Self-Assessment – Use of information by employees to determine their career interests. values. – 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. and behavioral tendencies. aptitudes.

Shared Responsibility: Roles in Career Management Employees Manager Company HR Manager •  College Of Agri Business Management .

• Seek challenges by gaining exposure to learning opportunities. College Of Agri Business Management . • Interact with employees from different work groups inside and outside the company. • Identify their stage of career development and development needs.Employees’ Role in Career Management • Take the initiative to ask for feedback from managers and peers regarding their skill strengths and weaknesses.

interests. • Offer counseling on career-related problems College Of Agri Business Management . and skills. • Help prepare employees for job searches.HR Manager’s Role in Career Management • Provide information or advice about training and development opportunities. • Provide specialized services such as testing to determine employees’ values.

Company’s 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 • .

Importance of Career Management Effects on career motivation • Career resilience • Career insight • Career identity • College Of Agri Business Management .

energy. but as “free” agents who invest their human capital ( the framework of a strategy clearly understood • and shared both by the staff and the Managers • • • • • • A fast growing win-win approach: To-morrow’s employees should not be considered only as corporate assets. • .using new Technology-based HRM tools to give • their staff more autonomy and confidence.THE FINAL WORD • The future belongs to the employee-empowering organizations : • . behavior and time) in College Of Agri Business Management .

.. A V E N I CE D A H 21 ..Y O U A Ncontinued...You can do it! • Be the best you can be by managing your career! • • 01/03/10 T H A N K ..

Sign up to vote on this title
UsefulNot useful