Rondonuwu, Timothy

Manembu, Roflens
Introduction

 Career
 Career Management
 Career Development
 Career Planning
People once

Careers Today
 PSHCHOLOGICAL CONTRACT
UNWRITTEN
AGREEMENT

EMPLOYER EMPLOYEE

MENJANJIKAN MENJANJIKA
KARIR YANG BAIK N LOYALITAS

LONG
TERM
BUT IN TODAY’S LABOR MARKET, HAVING A LONGTERM PSYCHOLOGICAL CONTRACT
IS DIFFICULT
The Employee, The Manager, and The Employer, they all have roles
in the employee’s career development

The employee’s role in career management

1. Employee has responsibility for his/her own career
2. Ideally, He/she should create in his/her mind an ideal future “self” to strive for.

Tools that can help for career development

1. John Holland(six personality types) SELF DIRECTED SEARCH(SDS)
Disadvantages: insufficient validiation & confidentiality
2. O*NET: offers a free comprehensive online “My Next Move” occupations and career
assessment system.

Exercise that can be done for employee to know more about their skills & interest:
1. Write an Essay about “The School or Occupational Tasks I Most Enjoyed Doing”
2. Answer the question: “If you could have any kinf of job, what would it be?”
Employers should:
 Preventing reality shock
 Provide career-oriented training, development, and
promotional opportunities,
 Offer career information and career programs,
 Give employees a variety of career options.

Managers/supervisors should:
 provide timely and objective performance feedback,
 offer developmental assignments and support,
 have career development discussions with the employee.
 He or she should act as a coach, appraiser, advisor, and
mentor, (listening to and clarifying the employee’s career
plans, giving feedback, generating career options, and
linking the employee to organizational resources and
career options.)
Employee’s anxiety

Tu
en rn a
ga nx
ge
me i e t y
nt int
Manage their

o Through career development

careers

Employer responsibility
Example
IMPROVING PERFROMANCE: The strategic
context

Seluruh 170,000
employees membuat Career architecture
Company’s needs
career development program (position)
Match
plan

Cognizant academy

Training the employees and serve both employee’s and company’s

needs
Commitment-Oriented Career Development Efforts
Career planning & development play and important role in employee engagement.

The employer’s career development process should send the signal that the employer
cares about the employee’s career success.

With career-oriented appraisals, the supervisor and employee jointly merge(commit)

the latter’s past performance, career preferences and developmental needs into a
formal career plan.
 Not all employee’s careers plans match with the company’s needs.
Then it will cause turnover(the rate at which employees leave the firm)

IMPROVING PERFORMANCE: HR as a Profit Center

Turnover and Performance

Researchers say “When turnover rates rise, their workforce and financial performance
are at risk.”
Turnover causes a large number of costs
HR managers can reduce turnover through some practices.

Increase Cost (financial

Employee’s needs not satisfied
Turnover performance will suffer)
Managing Voluntary Turnover
1. Identify why employee leave the company(voluntary)

Low pay
Before look at the tactics on how to prevent turn over or to make employee retention,
managers & employers need to really understand the talent management process.
A Comprehensive Approach to Retaining Employees

1. Raise Pay
2. Hire Smart
3. Discuss Careers
4. Provide direction
5. Offer Flexibility
6. Use High-performance HR practices
7. Counteroffer?
 o ver n
yt urn e i on
ce r
abs
e n
u nt a tim ati
Vol ing e r s
e nd onv
Sp le c
id

Psychological withdrawal

Job withdrawal

wor k
a king rve d
g task
T erse l e cti n
und aks Ne g
bre
Studies confirm the high cost of job withdrawal behavior, so undertanding
its causes is important.

Pain vs Pleasure

Managers must reduce job’s negative effects.

What causes negative effects What causes positive effects are:

are: Job enrichment
boring jobs Supportive supervision
Poor supervision Equitable pay/family-friendly bentifs
Low pay, bullying Disciplinary/appeals processes
Lack of careers prospects Career development opportunities
Poor work condition Safe and healthy working conditions
Having high morale colleagues

These effects can known by interviews, surveys, and observations

Research found: having flexible working hours(example taking job via

phones or computers from home) improve family life. These researchers
advise system for ensuring some quality family time to reduce withdrawal
behavior.
L O 4: List and briefly explain
the main decisions employers
should address in reaching
promotion and other employee
life-cycle career decisions.
Employee Life-Cycle Career Management

• Making Promotion Decisions

• Managing Transfers
• Managing Retirements
Establish Clear Guidelines for Managing Promotion

• Decision 1: Is seniority or competence the rule?

• Decision 2: How should we measure competence?
• Decision 3: Is the Process Formal or informal?
• Decision 4: Vertical, Horizontal, or other?
Diversity Counts: The Gender Gap

• Eliminate barriers many practices

• Improve networking and mentoring
• Break the glass ceiling
• Adopt Flexible career Tracks
Employee Life-Cycle Career Management

• Making Promotion Decisions

• Managing Transfers
• Managing Retirements
L O 5 : Explain Each
of The Main
Grounds for
Dismissal
Grounds For Dismissal

• Unsatisfactory performance
• Misconduct
• Lack of qualifications for the job
• Changed requirements of the job
Grounds For Dismissal
• Insubordination
• a form of misconduct, is sometimes the grounds for dismissal.
The two basic categories of insubordination are unwillingness
to carry out the manager’s orders, and disrespectful behavior
toward the manager.
Thank You