CAREER MANAGEMENT. CAREER. The occupational positions a person has had over many years. CAREER MANAGEMENT.
The process for enabling employees to better understand and develop their career skills and interests, and to use these skills and interests more effectively. THE BASICS OF CAREER MANAGEMENT Employers have a big effect on employees career. Some institutes formal career management processes, while others do little. We can define career management as a process for enabling employees to better understand and develop their career skills and interests, and to use these skills and interests most effectively both within the company and after they leave the firm. Specific career management activities might include providing realistic career-oriented appraisals , posting open jobs, and offering formal career development activities . Career Development is the lifelong series of activities that contribute to a person s career exploration, establishment, success, and fulfillment. Career Planning is the deliberate process through which someone becomes aware of his or her personal skills, interests , knowledge , motivation and other characteristics; acquires information about opportunities and choices ; identifies career- related goals ; and establishes action plans to attain specific goals. CAREER TODAY Career today are not what they were several years ago. People traditionally viewed careers as a sort of upward staircase from job to job , more often than not with just one or , at most , a few firms. Today , mergers, outsourcings, consolidations , and more or less endless downsizings have changed the grounds rules, atleast for most people . Many people do still move from job to job. But more often they find themselves having to reinvent themselves thus , the sales rep , laid off by an FMCG company because of increased competition from MNC s , may reinvent his career for the next few years as an insurance agent . there is ann increasing trend toward such reinventing of careers in india.
ROLES IN CAREER PLANNING AND DEVELOPMENT Ideally , the employer , employee , manager all play roles in planning , guiding , and developing the employee s career. Individual y y Accept responsibility for your own career. Access your interests, skills, and values
the person wants to pursue occupations jobs. Establish goals and career plans Utilize development opportunities. for instance by encouraging senior managers to serve as mentors. and provide career-related guidance and assistance can significantly enhance career satisfaction and success. and procedures. Provide career information and career programs Offer a variety of career paths Provide career-oriented performance feedback Provide mentoring opportunities to support growth and self-direction Provide employees with individual development plans Provide academic learning assistance programs
The Employee s Role while the employer and manager play roles in guiding employees careers. Provide developmental assignment and support Participate in career development discussions with subordinates Support employee development plans. But it is still usually the employee s responsibility to find a mentor and to maintain a productive relationship . and career that capitalize on his or her interests. this is one task that no employee should ever abandon to his or her manager or employer. Jobs.y y y y y
Seek out career information and resources. Provide training and development opportunities including workshops.
Employer y y y y y y y y Communicate mission. In other words. and skills. and a career that make sense in terms of projected future demand for various types of occupation. He or she wants to choose occupations. the employer can play an important role. Here. career planning means matching individual strengths and weakness with occupational opportunities and threats.
.a senior person who can be a sounding board for your career question and concerns.
Manager y y y y Provide timely and accurate performance feedback. Policies. values.
Mentors Studies also suggest that having a mentor. Talk with your manager about your Follow through on realistic career plans. For the individual employee.
eliminating the weaknesses should involve helping the employee tap into the firm s training and development offerings . succession planning . y y y y y y y y y y y y y y y y y y y y y Job postings Formal educational reimbursement Performance appraisal for career planning Counselling by manager Lateral moves/ job rotations Conseling by HR Pre-retirement programs Succession planning Formal mentoring Common career paths Duall ladder career paths Career booklets/pamphlets Written individual career plans Careeer workshops Assessment center Upward appraisal Appraisal commities Training programs for managers Orientation/ induction programs Dievrsity management Expatriation/ repatriation
Improving Productivity Through HRIS : Career Planning and Development Realisticcally . more employers are integrating their career planning and development systems with their firm s performance appraisal . so as to expedite the firm s succession planning process. succession planning . For example . At that same . performance appraisal . it doesn t make much sense to isolate activities like career planning . has a user friendly portal that lets employees see their full training history . For example. the employee s career planning development needs should ideally reflect the strengths and weakness that the performance appraisal brings to light. development plans and
. Therefore.The Employer s Role All or most of the employer s human resources activities can support development efforts. and training and development information systems. top management and HR should have an integrated information system that gives them a bird s eye view of their employee s career interests. the company that managers the trans-Alaska pipeline. Similarily. Alyeska . Possible employer career planning and development practices are as follows. progress. and training from each other . and appraisal results.
upcoming deadlines .
. Career Tracker helps orfanizations optimize workforce productivity by providing an easily accessible platform for ongoing employee performance management . One information system that lets employers integrate appraisal .usually without having to ask for help . and succession planning systems is Kenexa Career Tracker. or do career planning. succession planning. or see all the employees who have a specific qualification. training . At the same time . and career development. career development. managers can get a quick picture of the training needs for a particular group. register for courses.