Career development

Challenges of H.R.D Professionals 1.Increasing work force diversity. 2.Competing in a global economy. 3. Eliminating the skill gap 4.The need for life long learning 5.Facilitating organisational learning.

What is career?
. The occupation itself. Ones progression with in an an organisation. Status of a profession eg-Law,engineering which is career.But plumbing,carpentry ,general office work is not profession. Career is involvement in work Stability of a persons job.A sequence of related jobs is career where as unrelated jobs does not.

New employment relationship
• Down sizing and outsourcing-this resulted the change in employment relationship from paternalism to exchange relationship for the mutual benefit of both parties. • No promise of long term security.Future of the employees is their own responsibility. • Employees role is obtain opportunities to remain employable. Employees has to assume responsibility for dveloping and maintaining their own skill . They have to ensure demonstrable value to the organisation. They have to understand the nature of their employers business

Role of employers
• Provide opportunities for skill development and training and education. • Employee involvement in decision making, • Assistance with career management [coaching and mentoring] and performance based compensation. Boundaryless career-a career not bound to one organisation or profession.That is the new concept.

Career planning
• Becoming aware of self,opportunities,constraints ,choices,and consequences. • Idetifying career related goals • Programing work,education,and related developmental experiences to attain career goal. • The focus of career planning is on the individual eventhough they get outside help. • Career plans first –set of actions next –leads to achievement of the goal.

and monitoring career plans under taken by the individual.succession planning. • Career management is an activity carried out by the management. • Career management has to ensure the organisations H.It is nothing but senior management decides which employees can and should be prepared to replace people in positions of greater responsibility .Career management • Career management is an ongoing process of preparing. . implementing.R needs are met. Eg.

A balance between the two makes better career development. .Career development activities Career management and career planning can be coplementary and can reinforce each other.

Employee centered career planning • • • • • Self directed . Company run career planning work shops. . Tape casettes. Corporate seminar on organisational work shops. Work books.

2. . 1. Career management-organisation centred. Manager-Employee planning • Manager –employee career discussions. • Developmental assesment centre with feed back.Multi focus. Corporate talent inventories. Corporate succession planning.

Helped others .Successful and happy at work 4. Major work achievements 3.Risks taken 5.Career planning • Career is a sequence of work related positions occupied by a person during a life time.People who have influenced 2. Factors influencing the career 1.

• A career plan is an individuals choice of occupation .Define Career planning • Career planning is a process of systamatically matching career goals and individual capabilities with opprtunities for their fulfilment. • Career planning is the process of enhancing an employees future value. .organization and career path.

• It defines life career. • It strengthern work related activities in the organization. . • It tells about individuals life career and organization.Characteristics of career planning • It is an ongoing process • It develops a personal life career diagram.abilities.and interest of employees. • Helps individuals to develop skills.

strength and weakness and how they relate to careers. . • To identify positive characteristics of employees • To identify personal qualities and events .abilities.Objectives of career planning To develop an awareness of each employees uniqueness. • To identify personal interests.

• To get an understanding of personality and professional goal and how they can be aligned to organizational mission. • To recognize differences in the way people see abilities of others. • To foster effective team building skills. . • To create healthy ways of dealing with conflicts in self and others.

engage.and retain talented professionals.• To attract . • To develop motivation and commitment. .

Importance of career planning • Organisation depends on the caliber of H.So no much promotion possibilities. • H.R department plan future employment needs. . • Today organizations are flat.Through career planning they get the right people. • Career planning is not promotion and advancement.R.

• Develop potential abilities of employees. • Career planning discourage hoarding. .• Career planning ensures constant supply of promotionable employees. • Career planning reduces employee turnover.

make decisions . .and take action.Career planning process • Career planning process encourages individuals to explore and gather information which will enable them to synthesize .The steps are as follows.set goals.gain competencies .

-values.aptitudes.interests. .abilities .Self Assesment.1.personal traits and life style. It can be started by Learning interests Listing accomplishments Understanding phisical and psychological needs. This step involves gathering information about self to assist in making a decision about a career.

• Assessing aspiration and motivation level. • Understanding personal trait. Self assesment is done though Work book or workshops Skill assessment exercises Completing interest inventory SWOT analysis .

Career SWOT analysis Employees strength Work experience proper education strong job knowledge transferable skill Positive personal characteristics Good net working .

Lack of job knowledge Weak skills Negative personal characteristics poor net working .• Employees weakness Lack of work experience No proper education.

Employees opportunities HR market Cashing on high education Skill shortages Increased self knowledge increased professional development good networking possess unique skills .

Employee threats Down size in HR market Competition from fellow professionals Other competitors Limited professional development poor networking .

• Attend job/ career fair. • Investigate career market.2. Career exploration • An employee will begin to explore potential careers . .gather information about those careers and match it with self assesment. • Seek information from academic advisors.

Information services.and website browsing.3.cooperative education. Career development activities are Projects. Decisions about occupational choices can be made through individual career counselling.videos.audio-tapes.role play.industrial training etc.Career goal setting.coaching. • • Individuals evaluate occupational choices and gain practical experiences through internships . .

Career preparation • It can be done by learning how to prepare saleable resume and cover letters and complete employment applications.Job rotation 4. Organizations should provide the following services to employees.sharing contacts etc. implementing job search strategies and practicing skills for appearing interviews successfully.increasing knowledge and skills] .role modeling. 3.Mentoring-advising.Career assistance programme. 2.Managing self development.[Taking positive actions.4.Coaching. 1. 5.

Self marketing High performance employees are Self directed. Enjoy work Accept responsibility and accountability. Marginal performance employees.5. Little ambition Dislike work Avoid responsibility and accountability. .

Stages of life and career development • A persons life or career is by identifying common experiences. • A persons career is influenced by life events.challenges or tasks people go through as their life progresses. .

6 to 11 4.Identity vs role confusion---------puberty and adolescence 6.generativity vs stagnation—Middle adulthood 8. 4 to 5 3. He proposed that people progress through 8 stages in lifepsychological and social issues-facing challenges which must be resolved.infancy 2.Industry vs inferiority.ego integrity vs despair------maturity .Basic trust verses mistrust.Erikson model of adult development.Autonomy vs shame and doubt.Intimacy vs isolation----Young adulthood 7. 1.—6 to 11 5.Initiative vs guilt -----.

-conflict between identity and role confusion.If not successfully resolve people will enter adulthood with confusion. If successfully completes he can mingle with groups. • Last 3 stages.• Fifth stage is adolescence. .otherwise – isolation.issues facing with adult development.

Failure in this stage lead to despair. • Finally in the maturity stage the individual faces issues of ego integrity.Social issues or mentor for young generation. . Successful development of ego leads to peaceful death.Accept the choices one has made in life.more involved in ones children.• Erikson calls middle adulthood as Generativity.Failure in this stage results stagnation-no contribution to the world.

generativity.• Ego integrity . . • Organization has to help employees to resolve these challenges • Employees nearing retirement are facing many sources of stress .To avoid this issue preretirement counseling .and motivational programs geared towards old workers which yield benefits to both.and intimacy can affect the career choices the individuals make.

Jones and Defllippi distilled six competencies that were possessed by people which they argue typify new career land scape.These competencies are 1 .Roles in career management Individual role People must learn how to gain knowledge and become more adaptable.

• Understanding the industries.motives and interests for pursuing a career • Understand the locations and boundaries for entering . . threats and requirements • Understand the meaning. • Forming relationship that will gain access to opportunities.training and advancing within a career system. opportunities.

• Understanding the timing and choice of activities within ones career • Understanding and acquiring the skill and talents for effective performance in assignments. Developing the above career competencies will better enable you to attain career goals . .

Referal agent One who consults with the employee on action plans and links the employee to available organizational people and resources. .clarify .Managers responsibility 1.probes an defines ecmployee career concern. 3. 4. 2.Advisor Helps set goals and give advice.Coach one who listen . clarify performance standards and job responsibilities.Appraiser One who gives feedback.

HRD and career development professionals duty. • • • • Create information and support. Become a professional communicator about your services and new career contract. • Promote learning through relationship at work . Play a broker role Become an expert in career information .

• Intervene where there are road blocks for career management • Promote mobility and lifelong learner identity • Develop mindset of using existing resources for development. .

abilities and preferances.and discuss personal information about their strengths. weakness .Who am I ? . Work shops provide experience in which paticipants develop .Self assesment tools career Use work books.share.What do I want out of my life and my career ? .How can I best achieve my career goals.? Self assesment work books provide information and a series of exercises to help an individual discover his values .Career development practices 1 . .and goals.

.Individual counseling and career discussions • For the employees who are nearing retirement • Outplacement counselling • For existing employees to be laid off or terminated.

patrol officer—chief of police .Internal labor market inforormation exchanges and job matching systems 1. Police.Job posting provide information about job opportunities within organization.Eg.chief of department. 2Career path Make aware logical job movements .

• Another source of internal labour market information is a skill inventory. .• Dual career path-Management and non management tracks-Those who are not eligible for manager post are given equivalent esteem and pay.

For doing this there are three ways.simulation etc.GD.Potential ratings The rater judges whether an employee is likely to be successful in jobs in future.small groups of employees perform a variety of tasks . .Assesment centers In an assessment center .role play.eginterview.These are assesed. 1. 2.Organization potential assessment process This aims at individuals available who are ready to fill key positions when it becomes vacant.

Development programs Job rotation Mentoring refers to a relationship between a junior member and senior member of the organization that contributes to the career development of the both members. .3.Succession planning 4.

Job enlargement Special assignment Deputation to other departments.Development actions by the organization • • • • • • Training-to carry present job successfully.encouraging active involvment in professional bodies. Others—allowing officiation in absence of section head or peer. Job rotation.taking up training or teaching assignments .

willingness to change.participation in professional bodies attending part time courses Behaviour and attitude development Positive thinking.self review. Skill building.consultation with experts.Development actions by the employee Knowledge upgrading self study. .

Safe and healthy working conditions 3 Immediate opportunity to use and develop human capacities 4.Quality of work life QWL refers that favourableness or unfavourableness of the job environment for people. 1 Adequate and fair compensation 2.Future opportunity for growth 5 social integration in work environment .

6 Rule of law in the work organization 7 Work and the total life space 8 The social relevance of work life Two types of workers A job for living Some others want a chance for self development in work place .

Role of supervisor in QWL • • • • • • • • Having a nurturant supervisor Receiving adequate help .assistance etc Having a few labour standard problems Fair promotional policies No close supervision Supervisor technically qualified Autonomy in matters affecting work A job with enriching demands .

Key supervisory role 1 .not not socially distant Happy worker s work harder Consideration reduces frustrations consideration is a reward for productivity Consideration may strengthen the effort-performance relationship Makes performance-reward more equitable .Consideration -supervisor be supportive.

direction and training .guidance.• Creating a feeling of approval • Developing personal relations • Providing fair treatment 2.Facilitator He provides technical support.

• Participative management .How to improve Facilitation? • Work redesign.

• It is the duty of individuals to adapt changes by adding new skills and qualifications .Career srategy • It refers highlighting an organizations human resource for developing them for future career opportunities within the organization for benefit of employees as well as organization.

Career mission.5year and 10 year.personal values Career goals for one year.Career strategy process 1. .Discovering Knowing oneself is the foundation for developing successful career management and job search strategy.It determine how to market oneself.For this consider your Existing career assets Current skills and abilities.

.and skills to market self to prospective organization. Net working expands career options.This is launching of career by sharpening job search assets .2 Strategizing A plan is created for enhancing career assets. 3 Developing In this step employees need to focus on developing the knowledge.experience.

skills and experience that will add value to the organization. Marketing In this step the employee has to convey to prospective organization his desires . . 4.• The important tool for self marketing is a flawless resume which highlights achievements and experience and tell what employee can offer to prospective organization.

Finding available position. 5. .Resources available to self market Net working. Preparation for the interview. Evaluating After selecting prospective employer it is time to analyse new options within current organization and choose a new direction.

placement and performance appraisal to facilitate career development.It conveys the following Self management of career Organization focusing on individuals Organization focus on their maintenance.induction.Career management This is nothing but specific HRM activities such as recruitment. .selection.

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