Managing Careers

What is Career ?
THE PROGRESS AND
ACTIONS TAKEN BY A
PERSON THROUGHOUT A
LIFETIME, ESPECIALLY
THOSE RELATED TO THAT
PERSON.
The Basics of Career Management
• The deliberate process through which someone becomes aware of personal skills,
interests, knowledge, motivations and other characteristics; and establishes action
Career
Career plans to attain specific goals.
Planning
Planning

• The process for enabling employees to better understand and develop their career
Career
Career
skills and interest and to use these skills and interests more effectively.
Management
Management

• The lifelong process of activities that contribute to a person’s career’s exploration,

Career
Career
establishment, success and fulfillment.
Development
Development
 Career Stages

Exploration Establishment Mid Career Late Career Decline

Careers Today and Employee Commitment

Old Contract New Contract

(Employer-focused) Employee-focused)
 I’ll do my best for you,
 “Do your best and be but I expect you to
loyal to us, and we’ll provide the development
take care of your and learning that will
career.” prepare me for the day I
must move on, and for
having the work-life
balance that I desire.”
 Traditional Versus Career
Development Focus
TRADITIONAL CAREER DEVELOPMENT
HR ACTIVITY FOCUS
FOCUS
Analyzes jobs,
HUMAN Adds information
skills, tasks-
RESOURCE about individual
present and
PLANNING future. Projects interests,
needs. Uses preferences and the
statistical data. like to data
 Traditional Versus Career
Development Focus
TRADITIONAL CAREER DEVELOPMENT
HR ACTIVITY FOCUS
FOCUS
TRAINING Provides
Provides career path
AND opportunities for
learning skills,
information. Adds
DEVELOPMENT individual growth
information, and
attitudes related orientation.
to job.
 Traditional Versus Career
Development Focus
TRADITIONAL CAREER DEVELOPMENT
HR ACTIVITY FOCUS
FOCUS
PERFORMANCE Rating and/or Adds development
APPRAISAL rewards. plans and individual
goal setting
 Traditional Versus Career
Development Focus
TRADITIONAL CAREER DEVELOPMENT
HR ACTIVITY FOCUS
FOCUS
RECRUITING Matching Matches individual
AND organization’s and jobs based on a
PLACEMENT needs with number of variables
qualified including employees’
individuals. career interests.
 Traditional Versus Career
Development Focus
TRADITIONAL CAREER DEVELOPMENT
HR ACTIVITY FOCUS
FOCUS
COMPENSATION Rewards for Adds non-job-related
AND time, activities to be
BENEFITS productivity, rewarded, such as
talent and so UNITED WAY
on. LEADERSHIP positions.
Why offer Career
Development?
B
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Better
Better equipped
equipped
employees
employees

Supports
Supports
Recruitment
Recruitment

Career Development
Benefits
Roles in Career Development
THE INDIVIDUAL THE MANAGER THE EMPLOYER
• Accept Responsibility for your • Provide timely performance • Communicate mission, policies,
own career. feedback. and procedures.
• Assess your interests, skills • Provide developmental • Provide training and development
and values. opportunities.
assignments and supports.
Seek out career information • Provide career information and
•
• Participate in career career programs.
and resources development discussions. • Offer a variety of career options.
• Establish goals and career • Support employee • Provide career-oriented
plans. development plans. performance feedbacks.
• Utilize development • Provide employees with individual
opportunities. development programs.
• Follow through on realistic • Provide academic learning
career plans. assistance programs.
Holland Vocational Preference Model
 Realistic (R)
 Investigative (I)
 Artistic (A)
 Social (S)
 Enterprising (E)
 Conventional
 Managing Transfers
Employers’ reason for
desiring transfers
 To vacate a position
where an employee is no
longer needed.
 To fill a position when an
employee is needed.
 To find a better fit for an
employee within the firm.
 To boost productivity by
consolidating positions.
Employees’ reason for
desiring transfers
 Personal enrichment and
growth
 More interesting jobs
 Greater
convenience(better hours,
location)
 Greater advancement
possibilities
 Characteristics of Effective Mentors
► Are professionally competent
► Are trustworthy
► Are consistent
► Have the ability to communicate
► Are willing to share control
► Set high standards
► Are willing to invest time and effort
► Actively steer protégés into important work
 Choosing a Mentor
• Choose an appropriate potential mentor.
• Don’t be surprised if you’re turned down.
• Be sure that the mentor understands what you expect in
terms of time and advice.
• Have an agenda.
• Respect the mentor’s time.
THANK YOU
Any Question?