Concept of Career-sequence of positions, roles, jobs held by one person over relatively long time span. ‡ Pattern ‡ Work-related experiences ‡ Life span ‡ Commitment ‡ Experience ‡ Advancement ‡ Success

‡ An organized path taken by an individual across time and space with horizon. ‡ the pattern of work related experiences that span the course of person s life. ‡ Career may also be defined as position occupied by a person during the course of his life time.

Career Planning
‡ Career planning is a deliberate process of becoming aware of ± Self ± Opportunities ± Constraints ± Choices ± Consequences

The Career Planning process:




Action Planning

Advantages of Career Planning
1. 2. 3. 4. 5. 6. 7. Explicit Career Path Focused Self-development Increased Productivity Assured Availability Of Talent Attracting & Retaining Talent Promoting Organizational Image Protecting Interest Of Special Groups Of Employees.

Problems in Career Planning
‡ ‡ ‡ ‡ ‡ ‡ ‡ Dual family careers Low ceiling careers Declining opportunities Career Stages. Restructuring Career Plateaus Work Family Issues.

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 ‡ Process by which employees progress through a series of stages, each characterized by a different set of developmental tasks, activities & relationships

Life Stages in Career Development ‡ ‡ ‡ ‡ ‡ Exploration Establishment Mid-career Late-career Decline

Exploration Stage
‡ Exploration stage is a career stage that usually ends in one s twenties as one make a transition from formal education to work. In early adulthood stage, as an individual, one make certain critical decisions regarding his career.
± ± ± ± ± Influence of parents, relatives, teachers, & friends. Financial resources Social influences Media influences- newspapers, magazines, TV films, etc. Career counselor

Establishment Stage
‡ Establishment stage of career is the period in which one begins to search for work and gets one s first appointment ‡ Problem at this stage is characterized by making mistakes, learning from these mistakes, & assuming increasing responsibilities.
± Becoming an expert ± Making your mark ± Have a mentor

Mid Age career
‡ One may continue to show improved performance, level off or begin to decline. You are no longer viewed as a learner ‡ Mistake taken by u is taken seriously and may invite penalties as well
± Maybe satisfaction, enjoyment ± Be a mentor ± Level of comfort

Late Career Stage
‡ For those who continue to grow through the mid-career stage, the late career stage is usually a pleasant time when an individual is allowed the luxury to relax a bit & enjoy playing the part of the elder statesperson. ‡ They also begin to realize that they have little scope of mobility even at lateral level.

Decline Stage
‡ Decline stage is the last phase of career in which an individual thinks of retiring from the job. ‡ The achievements of a long career and the frustrations that go along with that phase are left behind.

Life stages of Career Development

Career Management:
‡ Process of designing & implementing goals, plans, & strategies that enable HR professionals and managers to satisfy workforce needs and allow individuals to achieve career objectives. ‡ Career development programs help in the achievement of career objectives.

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 employees ± Results of the organisation

‡ Evaluation of a career management system should be based on its objectives

Process of career Management

Role in Career Management
‡ There are different roles of an individual and organization to be shown in Career management
± Employee ± 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.
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Managers Role in Career Management
Roles Coach Responsibilities Probe problems, interests, values, needs Listen Clarify concerns Define concerns Give feedback Clarify company standards Clarify job responsibilities Clarify company needs Generate options, experiences, and relationships Assist in goal setting Provide recommendations Link to career management resources Follow up on career management plan



Referral agent

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, interests, and skills. ‡ Help prepare employees for job searches. ‡ Offer counseling on career-related problems.
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Companies 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