career devp

8/4/2019 Career Devp

1/17

CAREERCAREERDEVELOPMENTDEVELOPMENT


2/17

CAREERCAREER

A Career denotes a succession of related jobs, arranged in a hierarchy ofprestige through which persons move in an ordered, predictablesequence.

A Career is more than just a job or sequence of jobs a person holds overa lifetime. It is the individually perceived sequence of attitudes & behaviorsassociated with work related experiences and activities over a personslife.

The processes and activities that prepares one for a job are parts of a

career.

The relationship of a persons self identity to work is a dimension of acareer.


3/17

CAREER STAGES

ExplorationExploration

EstablishmentEstablishment

Mid-careerMid-career

Late-careerLate-career

DeclineDecline


4/17

CAREER PLANNING

Career Planning is the process by which one selects career goalsCareer Planning is the process by which one selects career goalsand the path to those goals.and the path to those goals.

It involves designing an organization system of career movementIt involves designing an organization system of career movementand growth opportunities for employees from the employmentand growth opportunities for employees from the employmentstage to the retirement stage.stage to the retirement stage.

It is not an event or end in itself, but a process of development ofIt is not an event or end in itself, but a process of development ofhuman resource.human resource.


5/17

CharacteristicsCharacteristics

Career planning is a process of developing human resources.Career planning is a process of developing human resources.

It is not an end in itself but a means of managing people to obtainIt is not an end in itself but a means of managing people to obtain

maximum results.maximum results.

It is a continuous process and not an event.It is a continuous process and not an event.

The basic aim of career planning is integration of individual andThe basic aim of career planning is integration of individual and

organizational needs.organizational needs.


6/17

NEEDS AND OBJECTIVESNEEDS AND OBJECTIVES

To attract competent persons and to retain them in the organization.To attract competent persons and to retain them in the organization.

To enable the employees to develop and make them ready to meet the future challenges.To enable the employees to develop and make them ready to meet the future challenges.

To provide suitable promotional opportunities to the preesnt workfoece.To provide suitable promotional opportunities to the preesnt workfoece.

To correct mistakes in employee placements.To correct mistakes in employee placements.

To increase the utilization of managerial reserves within an organization.To increase the utilization of managerial reserves within an organization.

To improve motivation and morale of employees.To improve motivation and morale of employees.

To reduce employee dissatisfaction and turnover.To reduce employee dissatisfaction and turnover.

To maintain age balance while taking employee up the career path.To maintain age balance while taking employee up the career path.


7/17

PROCESS OF CAREERPROCESS OF CAREER

PLANNINGPLANNINGPreparation of human resource Inventory

Identifying individual career needs

Analyzing career opportunities

Matching of employees needs with career opportunities

Formulation & Implementation of training & development programme

Review of career plan


8/17

BENEFITSBENEFITS

Career planning helps the individual have the knowledge of various career options, hisCareer planning helps the individual have the knowledge of various career options, his

priorities, etc.priorities, etc.

It helps the organization identify talented employees who can be promoted.It helps the organization identify talented employees who can be promoted.

It improves employees, performances on the job by tapping their potential abilities andIt improves employees, performances on the job by tapping their potential abilities and

stimulating their personal growth.stimulating their personal growth.

Internal promotions, up gradations and transfers motivate the employees, boosts up theirInternal promotions, up gradations and transfers motivate the employees, boosts up their

morale and also results in increased job satisfaction.morale and also results in increased job satisfaction.


9/17

Increased job satisfaction enhances employee commitment andIncreased job satisfaction enhances employee commitment and

creates a sense of belongingness and loyalty to the organization.creates a sense of belongingness and loyalty to the organization.

An organization with well designed career plans is able to have aAn organization with well designed career plans is able to have a

better image in the employment market, and it will attract andbetter image in the employment market, and it will attract and

retain competent people.retain competent people.


10/17

CAREER DEVELOPMENTCAREER DEVELOPMENT

Career development denotes the personal actions one undertakesCareer development denotes the personal actions one undertakes

to achieve the career goals.to achieve the career goals.

The most important requirement for career development is thatThe most important requirement for career development is that

every employee must accept his or her responsibilities forevery employee must accept his or her responsibilities for

development.development.

Following are the steps of career development:Following are the steps of career development:


11/17

Steps:teps:Challenging initial jobs

Dissemination of career option information

Assessment centre

Continuing education and training

Job posting

Sabbaticals-leave granted at intervals

Periodic job changes


12/17

PROBLEMS FACEDPROBLEMS FACED

Career planning can become reality only when opportunities forCareer planning can become reality only when opportunities for

vertical mobility are available. It is not suitable for smallvertical mobility are available. It is not suitable for small

organizations.organizations.

Some careers do not have scope for much advancements.Some careers do not have scope for much advancements.Employee cannot get promotions despite their career plans andEmployee cannot get promotions despite their career plans and

development in such jobs.development in such jobs.

Interaction of career issues with the issues of life stages of anInteraction of career issues with the issues of life stages of an

employee and his family, changing needs of employee throughoutemployee and his family, changing needs of employee throughouthis life cycle complicate the career issues.his life cycle complicate the career issues.


13/17

Systematic career planning might become difficult due toSystematic career planning might become difficult due to

favoritism and nepotism in promotions, political interventions infavoritism and nepotism in promotions, political interventions inappointments, etc.appointments, etc.

In family business houses, members of the family expect toIn family business houses, members of the family expect to

progress faster in their careers than professional colleagues.thisprogress faster in their careers than professional colleagues.this

limits the effectiveness of career planning in the organization.limits the effectiveness of career planning in the organization.


14/17

Potential appraisalotential appraisalHuman is just like a iceberg what you see is onlyHuman is just like a iceberg what you see is only

surface. It is a process of assessing the capabilities ofsurface. It is a process of assessing the capabilities of

employee which he possess but not utilized fully.employee which he possess but not utilized fully.

o TrainingTraining

o PromotionPromotion

o TransferTransfer

o Career planningCareer planning


15/17

Stepsteps Determination of role dimensionsDetermination of role dimensions

Appraising attributeAppraising attribute

Appraisal of employees potential in the light ofAppraisal of employees potential in the light ofattributesattributes

Feedback and counseling and relate with jobFeedback and counseling and relate with job

rotation and promotionrotation and promotion


16/17

Potential at Philipsotential at PhilipsIndiandiaProblemchildren

Low p high po

Stars

high

?

Plannedseparation

Lowperformancelow potential

Solid citizens

High p lowpotential

p

p


17/17

Barriersarriers Faulty assumptionsFaulty assumptions

Psychological blocks (insecurity, fear and burden )Psychological blocks (insecurity, fear and burden )

Technical pitfallTechnical pitfall

A.A. Criterion problemCriterion problemB.B. Distortions: ( biased or errors)Distortions: ( biased or errors)

3.3. Halo effectsHalo effects

4.4. Central tendencyCentral tendency

5.5. Raters liking and dislikingRaters liking and disliking

career devp

Documents