Career Transition

Chapter-6
 Definition of Career

Simply, a Career is the job or profession that

someone does for a long period of their life. In
broad sense, Career is the progress and actions
taken by a person throughout a lifetime,
especially those related to that person’s
occupations.

● According to werther arid Davis- “ A

career is all the jobs that are held during
one’s working life.”
Traditional Career Stages
 Definition of Career Planning
A career may be defined as ‘ a sequence of jobs that
constitute what a person does for a living’. It may be
also defined as a succession of related jobs, arranged in
hierarchical order, through which a person moves in an
organization.

2. According to Schermerhorn, Hunt, and Osborn,

‘Career planning is a process of systematically matching
career goals and individual capabilities with
opportunities for their fulfillment’.
Career Planning Process
 Self Directed Career Planning Vs Traditional Career Counselling
Traditional Career Counseling Model
Self-Directed Career Planning
Traditional career counseling utilizes the expertise of
The self-directed part of career planning is exactly
a career counselor. The emphasis in this type of
what it sounds like: driving the career planning
career planning is on a one-on-one counseling
on your own, without help from outside sources
relationship with the career counselor. Like self-
like a traditional career counselor. This type of
directed career planning, career assessments are
career planning may utilize career assessments like
typically used, but in these instances, the
career interest, values, skills and personality
professional administers and interprets the results.
tests. You can locate and take many of these online
After individual sessions, using the information
on your own, and most are easy to take and
from career assessments, career counselors work
understand the results. The results can help you
with you to help make career and job search
discover on your own appropriate career decisions.
decisions. They can help guide a job search,
This option can be cost-effective, as you don't have
determine what type of position interests you and
to pay for a career counselor. Uncovering
much more.
information about yourself and utilizing it to make
A traditional career counseling model may take more
career decisions can be empowering for many as
time, as you must meet with the career counselor,
well.
and they typically charge an hourly or flat fee.
Factors affecting Career and Career Development

1. Personality of employees.

2. Education, completed training and courses.

3. Behavior and self- presentation.

4. Job performance and evaluation of superior.

5. Performed job position.

6. Company situation

7. Willingness to change performed job or employer.

 Definition of Orientation
Orientation is the process of bringing
employees up to speed on organisational
policies, job roles and responsibilities and
other organisational attributes and concepts
that will help them transition efficiently into
the position. In larger companies, and for
roles with greater responsibilities, the
orientation process may include time spent
in several departments as well as specialist
learning programmes.
Typically, orientation conveys three types
of information –
(i) general information about the daily work
routine;
(ii) a review of the firm’s history, founding
fathers, objectives, operations and products
or services, as well as how the employee’s
job contributes to the organisation’s needs;
and
(iii) a detailed presentation, perhaps, in a
brochure, of the organisation’s policies,
work rules and employee benefits.
 Various aspects of Employee Orientation Program/
What’s included in New Employee Orientation Programs/
Issues covered in employee orientation program

1. Business Fundamentals
2. Company policies & procedures
3. Benefits details
4. Job responsibilities & Expectations
5. Physical tour of workplace
 Importance of Orientation Program

1. Increase Employee production

2. Promotes teamwork
3. Shows commitment to employees
4. Avoids confusion
 Benefits of Effective New Employee Job Orientation
1. Improve the organization’s ability to acclimate its new employees
to the organization
2. Increase in the company’s overall productivity and performance
3. Establishment of clear standards that help reduces risks of
disputes and disagreements
4. Establishment of successful and productive working relationships
5. Increase of retention of a pool of new, skilled and capable
employees
 Example of an Orientation Program for New
Employees
1. Facility of tour 5. Provide training & shadowing
2. Introduction to coworker 6. Assign a mentor
3. Review employee handbook and
7. Schedule a lunch
paperwork
4. Review goals and job expectations 8. Set an evaluation period
 Definition of Employee Placement
Placement is understood as the allocation of people to the job.
It is assignment or re-assignment of an employee to a new or
different job. Placement includes initial assignment of new
employees and promotion, transfer or demotion of present
employees.

In the words of Pigors and Myers, “Placement is the

determination of the job to which an accepted candidate is to be
assigned and his assignment to that job. It is a matching of
what the supervisor has reason to think he can do with the job
demands. It is a matching of what he imposes in strain, working
conditions and what he offers in the form of pay roll,
companionship with others, promotional possibilities etc.”
 Concepts of Transfer
Transfer is a process of placing employees in positions
where they are likely to be more effective or where
they are to get more job satisfaction.
In transfers, there is no change in the responsibility,
designation, status or salary. It is a process of
employee’s adjustment with the work, time and place.
Transfer may also be made as a disciplinary action.
According to Edwin Flippo, a transfer, “is a change
in job where the new job is substantially equal to the
old in terms of pay, status and responsibilities”.
 Reasons of Transfer
(a) To meet the organisational requirement when there are changes in technology,
volume of production, change in organisational structure, fluctuation in market conditions
etc.
(b) To satisfy employees’ needs and their desire to work in a friendly atmosphere, in a
department where scope for individual growth is high, in or near their native place or
place of interest.
(c) To utilize employee’s skills and knowledge where it best suits or required.
(d) To improve interpersonal relationship and thereby reduce interpersonal conflicts.
(e) To give relief to the employees who are over burdened or doing complicated or risky
work for a long period.
(f) To help the employees whose working hours or place of work is inconvenient to them.
(g) To punish employees for violating the disciplinary rules.
 Is Transfer a punishment
1. Suitable use of merit
2. Acceptance of good job
3. Work in advantageous position
4. Reduce corruption
5. Need for organization
6. Disagreement between executive
7. Various experience
 Definition of Promotion
Employee Promotion means the ascension of an employee to higher ranks. It involves an
increase in salary, rank, responsibilities, status, and benefits. This aspect of the job is what
drives employees the most. The ultimate reward for dedication and loyalty towards an
organization.

In theory, a promotion requires more work and effort in a job. Based on organizational
policies, these promotion based decisions are taken on different aspects. These can be the
length of service, experience, seniority, performance, etc.
 Types of Promotion
3. Dry Promotion:
1. Horizontal promotion:
When promotion is made without increase in salary,
When an employee is shifted in the
it is called ‘dry promotion’. For example, a lower
same category, it is called ‘horizontal
level manager is promoted to senior level manager
promotion’. A junior clerk promoted to
without increase in salary or pay.
senior clerk is such an example.
4. Open/closed promotion:
An open promotion system is the system where it is
2. Vertical Promotion:
willing to consider all individuals within its
This is the kind of promotion when an
organisation as potential candidates and also
employee is promoted from a lower
announces internally such position openings.
category to higher category involving
On the other hand, where an organisation does not
increase in salary, status, authority and
so announce vacancies or where the candidacy is
responsibility. Generally, promotion
restricted and is not open for all individuals within
means ‘vertical promotion’.
the organisation for the promotion openings, the
company is said to have a closed promotion system.
 Basis of Promotion
Merit as a Basis of Promotion
Merit is taken to denote an individual
employee skill, knowledge, ability
efficiency and aptitude as measured from
educational, training and past
employment record.
Seniority as Basis of Promotion
Seniority refers to relative length of service in
the same job and in the same organization. The
logic behind considering the seniority as basis
of promotion is that there is a positive
correlation between the length of service in the
same job and the amount of knowledge and the
level of skill acquired by an employee in an
organization.
 Devices of Promotion
1. Policy statement
2. Assessing performance
3. Promotion routes
4. Employee training
5. Maintaining service records
6. Communication
 Difference between Promotion and Upgrading
Promotion results in an improvement in pay prestige position-designation and
responsibilities of an employee within his or her organization. Here increse in pay is not
an issue-the pay may or may not be hiked.

Upgrading is one kind of promotion. This type of promotion involves an increase in

responsibilities and salary but with same designation.
 Definition of Demotion
Demotion is just the opposite of promotion. It refers to the
lowering down of the status, salary, and responsibilities of an
employee. Demotion is generally used as a punitive measure
and is a preliminary step to discharge. The usefulness of
demotion as a punitive measure is questioned on many
grounds.
Losing pay over a period of time is a long form of constant
humiliation.
Moreover, a demoted employee will be always dissatisfied
and his dissatisfaction may spread to co-workers affecting
adversely morale, productivity, and discipline of the work-
force.
Various Employees Separation Programs
Employee of the organization can be separated by the
employer solely

1. Employee Resignation

2. Voluntary Retirement
 Definition of Lay-off
A layoff is the termination of the employment status of a hired worker. This is an action
initiated by the employer. The former employee may no longer perform work related
services or collect wages. In some instances, a layoff is only a temporary suspension of
employment, and at other times it is permanent. Layoffs are usually the result of economic
downturns. A company may choose to reduce the size of its workforce to reduce costs
until the situation improves. Unlike termination for misconduct, a layoff has fewer
negative repercussions for the worker. The employee remains eligible for rehire and often
has positive work experience and references that are useful during a job search. The
former employee may also be eligible for unemployment benefits, retraining, and other
forms of support.
 Problems concerning to the Lay-off
● Legal Risks
● Lower Morale
● Distrust
● Negative Business Impact
Situation When A Company can use Lay-off strategy

● Downsizing

● Mergers

● Acquisition