Career Management at Help With Assignment

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Career Management
 When the word career comes to anyone’s
mind, they tend to think differently and the
perception about career is different for
different people.
 Even scholars and researchers define the term
differently. In normal sense, career is used to

describe a sequence of related jobs that a
person takes up during his/her tenure.
Career Management
 Researchers Greenhaus and Schein came up
with good definitions for the word career in a
technical sense saying,
 “the pattern of work related experiences that
span the course of a person’s life.”
Career Management
 An individual and an organization have
interests in an individual’s career and both
parties may take actions to influence that
career.
 These set of related activities are referred to
as career planning and career management.
Career Management
 Career Management can be defined as an
ongoing process of preparing, implementing
and monitoring career plans undertaken by
the individual alone or in concert with the
organization’s career systems.
 It may include activities that help the
individual develop and carryout career plans,

but the focus is on taking actions that the
organization’s anticipated HR needs will be
met.
Career Management
 At its most extreme, career management is
largely an activity carried out by the
organization.
 An example of such an activity is succession
planning, which is typically carried out by

senior management to determine which
employees can and should be prepared to
replace people in positions of greater
responsibility.
Career Management
 Typically, career management revolves
around the employee’s role, the
organization’s role and the goals of both the
individual and the organization.
 The organization’s role is to establish a
favorable context.
Career Management
 The management of an organization does
this by
◦ providing management support,
◦ providing collaboration between line managers and
HR managers,
◦ training management personnel and
◦ setting goals which include
Career Management
◦ planning human resources strategy,
◦ changing HR policies as and when required,
◦ providing for job rotation,
◦ providing outplacement service,
◦ announcing the program and
◦ explaining its philosophy to the employees.
Successful Career Management
Practices
 Successful Career management practices
include:
◦ Placing clear expectations on employees.
◦ Giving the employees the opportunity for transfer.
◦ Providing a clear and thorough succession plan.
◦ Encouraging performance through rewards and
recognition.
Successful Career Management
Practices
◦ Giving employees the time and resources they need
to consider short and long term career goals.
◦ Encouraging employees to continually assess their
skills and career direction.
Career Opportunities and
Requirements
 Career opportunities and requirements for a
particular job include
 Competency Analysis: Competency analysis
measures three basic competencies for each

job: know how, problem solving and
accountability.
 Job Progressions: The hierarchy of jobs a new
employee might experience, ranging from

starting a job to jobs that require more
knowledge and/ or skill.
Requirements
 Career Paths: Career paths include the lines
or ways for advancement in an occupational
field within an organization. There are a lot of
possibilities in career paths like promotion,
transfer, demotion or exit.
 Promotion: A promotion can be defined as a
change of assignment to a job at a higher

level in the organization. Principal criteria for
determining promotions are merit, seniority
and potential.
Requirements
 Transfer: The placement of an individual in
another job for which the duties,
responsibilities, status and remuneration are
approximately equal to those of the previous
job.
 Demotion: Demotion is defined as the
downgrading of work. An employee who was

given greater responsibility, after demotion will
be given lower level in the organization.
 Exit: an employee who quits the organization is
defined as exiting.
Career Span of a Person
 A career span of a person is divided into 5 stages based on
the age of the person.
◦ Stage 1 Preparation for work (ages 0-25): Develop occupational self-
image, assess alternative occupations, develop initial occupational
choice, pursuing necessary education.
◦ Stage2 Organizational entry (ages 18-25): Obtaining job offers from
desired organization(s), select appropriate job based on complete and
accurate information.
◦ Stage 3 Early Career (ages 25-40): Learn job, learn organizational rules
and norms, fit into chosen occupation and organization, increase
competence, pursue goals.
◦ Stage 4 Midcareer (ages 40-55): Reappraise early career and early
adulthood goals, reaffirm or modify goals, make choices appropriate to
middle adult years, remain productive.
◦ Stage 5 Late Career (ages 55-retirement): Remain productive in work,
maintain self-esteem and prepare for retirement.
Career Plateau
 Often employees want to change job because
of one reason which is career plateau. A
career plateau is a situation where the
probability of moving up the career ladder is
rather low.
Types of Career Plateau
 The types of plateaus that have been
observed include:
◦ Structural Plateau: Structural Plateau is defined as a
situation where the chance of advancement is very
low or there is no advancement at all.
◦ Content Plateau: Content Plateau is defined as the
situation where the job is no longer any
challenging. This is also a demotivating factor for
many employees. People want jobs that are
challenging.
Types of Career Plateau
• Life Plateau: Life Plateau is a situation where there is
a danger of crisis of personal identity. Every person is
unique and the uniqueness is especially seen in
someone’s work. An organization is a good place to
improve the individuality and self-esteem of a
person. If the job is threatening to endanger the
personal identity of a person, then this paves the way
for life plateau.
 For more details on Human Resources
Management you can refer to our websites at
http://www.helpwithassignment.com/hr-assi
gnment-help
and http://www.helpwiththesis.com
Thank You

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Career Management at

differently. In normal sense, career is used to

span the course of a person’s life.”

as career planning and career management.

individual develop and carryout career plans,

planning, which is typically carried out by

measures three basic competencies for each

employee might experience, ranging from

change of assignment to a job at a higher

downgrading of work. An employee who was

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