Welcome

Kay Jay
 Human Resources
&
Personnel Management

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R U Ready for Chapter 11
HRM - II
 Career Planning

Employee’s concerns

HR Benefits

Career
Counseling/Development

HR – Support Career Dev.

 Overview
A career:

 A pattern of work-related experiences that span the course

of a person’s life

 Abroad definition helpful in today’s work environment

where employees and organizations have diverse needs

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 Overview
What employees want? Employee’s concerns
1) Career Equity
2) Supervisory Concern
3) Awareness of Opportunities
4) Employee Interest
5) Career Satisfaction

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 Overview
What employees want?
1) Career Equity
 Employees want equity in the promotion system with respect to
opportunities for career advancements

2) Supervisory Concerns
 Employees want their supervisors to play an active role in
career development and provide timely feedback on
performance

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 Overview
What employees want?
3) Awareness of Opportunities
 Employees want knowledge of opportunities for career
advancement

4) Employment Interest
 Employees need different amounts of information and have
degree of interest in career advancement, depending on variety
of interest

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 Overview

What employees want?

5) Career Satisfaction
 Employees depending on their age and occupation, have
different levels of career satisfaction

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 Career Planning Benefits;

1) Aligns strategy and internal staffing 6) Taps employees potentials

requirements
7) Further personal growth
2) Develops promotable employees
8) Reduces hoarding
3) Facilitates international placements
9) Satisfies employee needs
4) Assists with workforce diversity
10) Assist affirmative action
5) Lower turnover plans

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Career Counseling;
Employee Self-assessment;
 Career is only a part of one’s plan; large part, central part
 Life plan; ill-defined stories of hopes, dreams, personal goals
that each person carries through life;
 To be happy, healthy and successful
 To be a good spouse, parent, student, citizen, manager etc.
 Ideally, a career plan is an integral part of one’s life plan

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Career Counseling;

Environmental assessment;
 Career plan must match with employee interest
 Environmental factors if overlooked then what will happen?
 Physical work, Written work, Oral work, visual work
 Quantitative work, Managerial work, Clerical work

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Career Development; Actions
Individual Career Development;
 Each person must accept his or her responsibility for career
development or career progress
 Career development actions
1. Job performance

2. Exposure

3. Networking

4. Resignations

5. organizational loyalty

6. Key subordinates

7. Growth opportunities

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Career Development; Actions
1) Job Performance
 Current performance? Past performance
 Career progress rests largely on performance

2) Exposure
 Becoming known by those who decide on promotions,
transfers, and other career opportunities
 With out exposure, good performers may not get the
opportunities needed to achieve their goals

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Career Development; Actions
3) Networking
 Means gaining the exposure out side the organization
 Personal and professional contacts, socialize with outsiders

4) Resignations
 When great opportunity is outside the firm then resignation may
be the way to meet one’s career goals
 If done effectively, these resignations usually result in
promotion, a pay increase and a new learning experience

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Career Development; Actions

5) Organizational loyalty
 Loyalty to career or loyalty to organization
 Lower level of organizational loyalty are common among recent
college graduates lead to the disappointment to first employers
6) Mentors and sponsors
 Many employees quickly learn that a mentor can aid their career
development
 A mentor is some one who offers informal career advice
 A sponsor is some one in the organization who can create
career development opportunities

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Career Development; Actions

7) Key subordinates
 Successful managers rely on subordinates who aid their
performance
 The subordinates may possess highly specialized skills that the
manager may learn from them
8) Growth Opportunities
 Enrolling in a training program, taking non-credit courses,
perusing an additional degree or seeking a new work
assignments can contribute to employee growth

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Career Development; Actions

9) International experience
 International work experience can aid to proceed senior
positions
 International experience is becoming an increasingly important
growth opportunity.

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Career Development; HR-Support

 Management Support
 HR department’s efforts to encourage for career development
have little impact without manager’s support
 This commitment must go beyond mere permission
 Support may be about
 Time
 Money
 Facility
 Training

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Career Development; HR-Support

 Feedback
 Without feedback about their career development efforts, it is
difficult for employee to sustain the years of preparation
 Unsuccessful candidates for internal job openings should be
told about what went wrong or whet went well?

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Thanks
Widescreen Pictures