Career planning and

management
Presenter – Shri Vishnu P
Career and It’s types
• Career is a series of jobs or positions held throughout an individual's
working life time
• Edwin B.Flippo defined a career as a sequence of separate but related
work activities that provide continuity, order and meaning in a person's life
• There are two types of career as follows:
1. Individual career: An individual career is a sequence of work-related
experiences in which a person participates during the span of work life
2. Organization career: An organization career is a relatively standard
set of roles to be performed which interacts with the flow of individuals
within the organization
Career Management
• Career management is the combination of structured planning and the
active management choice of one's own professional career
• It is a lifelong, self-monitored process of career planning that involves
choosing and setting personal goals, and formulating strategies for
achieving them
• Career management has following the two essential components:
(i) Career planning
(ii) Career development
Career management = career planning + career development
Career Development Cycle
• Careers as they develop over the course of a person's working life can
be divided into many stages which occur at different ages with
different people
• Recognition and understanding of these stages help the human
resource department to determine how its staff can facilitate a person's
advancement and adjustment various stages
• John van Maanen and Edgar H. Schein have identified five career
stages that every individual comes across during his/her career
Career Stages
• They are as follow
1. Exploration stage
2. Establishment stage
3. Mid-career(or advancement) stage,
4. Late-career(or maintenance) stage, and
5. Decline(or disengagement) stage
Exploration stage(adolescence period i.e.,
from about 15 to 25 year)
• Very early in our lives, our parents and teachers begin to narrow our
alternatives and lead us in certain directions
• The careers of our parents, their aspirations for their children and their
financial sources are crucial factors in determining our perception of
what careers are open to us
• In this stage, individuals rely on family members and vocational
counsellors Organizing advice, test results, and personal interest to
determine the directions
Establishment stage(early adulthood period
i.e, from above 25 to 35 years)
• The establishment period begins with the search for work and includes
our First job, gaining the first tangible evidence of success or failure in
the real world
• It is a time which begins with uncertainties, anxieties and risks
• It is also marked by making mistakes and learning from these mistakes
and the gradual assumption of increased responsibilities
• This establishment period lasts approximately from age 25 to age 35
Mid-career or Advancement stage(later
adulthood period, i.e. from 35 to 45 years)
• The advancement stage is characterized by upward movement in the
organization
• In this stage, the individual is not concerned with fitting into the
organization but with moving up in the organization
• Most people do not face their first severe dilemmas until they reach
their mid- career stage
• This is a time when individuals may continue their prior
improvements in performance or begin to deteriorate
Late-career or Maintenance stage(Middle
age, from about 45 to 65 years)
• For those who continue to grow through the mid-career stage, the late
care usually is a pleasant time when one is allowed the luxury to relax
a bit
• It is time when one can enjoy the respect given to him by younger
employees
• During the late career, individuals are no longer learning, they teach
others the basis of the knowledge they have gained
• It is a time when individuals have decreased work mobility and may
be locked into their current job
Decline or Disengagement stage(old age,
from about 65 years onwards)
• The final stage in one's career is difficult for everyone but it is hardest
for those who have had continued successes in the earlier stages
• After several decades of continuous achievements and high levels of
performance, the has come for retirement
• Managers should be more concerned with the match for new
employees and those just beginning their employment careers
Thank You