career mgt class abridge

8/7/2019 Career Mgt Class Abridge

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Careers and Career Management


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What Is Career Management?What Is Career Management?

Career managementCareer managementis the process through

which employees:

Become aware of their own interests, values,

strengths, and weaknesses.

Obtain information about job opportunities within

the company.

Identify career goals.

Establish action plans to achieve career goals.


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The Basics of CareerThe Basics of Career

ManagementManagement Career The occupational positions a person has had over many

years.

Career management

The process for enabling employees to better

understand and develop their career skills and interests,

and to use these skills and interests more effectively.

Career development

The lifelong series of activities that contribute to a

persons career exploration, establishment, success, and

fulfillment.


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The Basics of CareerThe Basics of Career

ManagementManagement Career planning The deliberate process through which someone becomes

aware of personal skills, interests, knowledge,

motivations, and other characteristics; and establishesaction plans to attain specific goals.

Careers today

Careers are no simple progressions of employment in

one or two firms with a single profession.

Employees now want to exchange performance for

training, learning, and development that keep them

marketable.


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Employee CareerEmployee Career

DevelopmentDevelopment

PlanPlan

Figure 101Source: Reprinted with permission of the publisher, HRnext.com Copyright HRnext.com, 2003.


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The Individual

Accept responsibility for your own career.

Assess your interests, skills, and values.

Seek out career information and resources.

Establish goals and career plans.

Utilize development opportunities.

Talk with your manager about your career.

Follow through on realistic career plans.

The Manager

Provide timely performance feedback.

Provide developmental assignments and support.

Participate in career development discussions.

Support employee development plans.

The Organization

Communicate mission, policies, and procedures.

Provide training and development opportunities.

Provide career information and career programs.

Offer a variety of career options.

Roles in CareerRoles in Career

DevelopmentDevelopment

Table 102

Source: Fred L. Otte and Peggy G. Hutcheson,Helping

Employees Manage Careers (Upper Saddle River, NJ:

Prentice Hall, 1992), p. 56.


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IssuesIssues-- career developmentcareer development

Dual family careers

Low ceiling careers

Declining opportunities Career stage

Restructuring/downsizing/delayering

Career plateaus- nothing to aspire

Work-family issue


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Choosing a MentorChoosing a Mentor

Choose an appropriate potential mentor.

Dont be surprised if youre turned down.

Be sure that the mentor understands what

you expect in terms of time and advice.

Have an agenda.

Respect the mentors time.


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The Employers Role inThe Employers Role in

Career DevelopmentCareer Development

Realistic job previews

Challenging first jobs

Career-oriented appraisals

Job rotation

Mentoring

Networking and interactions


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Innovative Corporate CareerInnovative Corporate Career

Development InitiativesDevelopment Initiatives

Provide each employee with an individual budget.

Offer on-site or online career centers.

Encourage role reversal.

Establish a corporate campus.

Help organize career success teams.

Provide career coaches.

Provide career planning workshops

Utilize computerized on- and offline career development

programs

Establish a dedicated facility for career development


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Managing PromotionsManaging Promotions

Making promotion decisions

Decision 1: Is Seniority orCompetence the

Rule?

Decision 2: How Should We Measure

Competence?

Decision 3: Is the Process Formal orInformal?

Decision 4: Vertical, Horizontal or dry


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Managing TransfersManaging Transfers

Employees reasons for desiring transfers

Personal enrichment and growth

More interesting jobs

Greater convenience (better hours, location) Greater advancement possibilities

Employers reasons for transferring employees

To vacate a position where an employee is no

longer needed.

To fill a position where an employee is needed.

To find a better fit for an employee within the firm.

To boost productivity by consolidating positions.


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TypesTypes -- TransfersTransfers

Production transfers change in prod. Tech

Replacement transfers replacement of a

employee

Rotation transferinitiated to increase versatility

of employee

Shift transferchange in shift

Remedial transferto correct wrong placement

Penal transferfor indeciplnary action


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Career Management andCareer Management and

Employee CommitmentEmployee Commitment

The New Psychological Contract

Old contract: Do your best and be loyal

to us, and well take care of your career.

New contract: Do your best for us and be

loyal to us for as long as youre here, and

well provide you with the developmentalopportunities youll need to move on and

have a successful career.


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What Is A Career?What Is A Career?

Traditional Career

Sequence of positions held within an occupation

Context of mobility is within an organization

Characteristic of the employee

Protean Career

Frequently changing based on changes in the

person and changes in the work environment Employees take major responsibility for

managing their careers


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Comparison ofTraditional CareerComparison ofTraditional Careerand Protean Career:and Protean Career:

DimensionDimension Traditional Career Traditional Career Protean Career Protean Career

Goal Promotions

Salary increase

Psychological success

Psychological contract Security for commitment Employability for flexibility

Mobility Vertical Lateral

Responsibility for

Management

Company Employee

Pattern Linear and expert Spiral and transitory

Expertise Know how Learn how

Development Heavy reliance on formal

training

Greater reliance on relationships and

job experiences


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A Model of Career DevelopmentA Model of Career Development

Career development is the process by which

employees progress through a series of stages.

Each stage is characterized by a different set of

developmental tasks, activities, and relationships.

There are four career stages:

Exploration

Establishment

Maintenance

Disengagement


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A Model of Career DevelopmentA Model of Career Development (continued)(continued)

Exploration Establishment Maintenance Disengagement

Developmental

tasks

Identify interests,

skills, fit between self

and work

Advancement,

growth, security,

developlife style

Hold on to

accomplishments,

update skills

Retirement

planning, change

balance between

work and non-work

Activities HelpingLearning

Following directions

Making independentcontributions

TrainingSponsoringPolicy making

Phasing out of work

Relationships to

other employees

Apprentice Colleague Mentor Sponsor

Typical age Less than 30 30 45 45 60 61+

Years on job Less than 2 years 2 10 years More than 10 years More than 10 years


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The career management process:The career management process:

Self-

Assessment

RealityCheck

Goal Setting ActionPlanning


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Succession planningSuccession planning

Continuity

Long term perspective

Organizational need perspective Turnover management

Emphasis on result


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Effective succession planningEffective succession planning

Identify the key positions in the organization where loss of

an incumbent could cause problems if a contingency plan

does not exits

Allocating both short and long-term potential successors tothose positions.

Assessing the potential replacements to fill the positions

and determining their training, development and work

experience needs. Identify movements in the actual jobs available in the

organization, what new jobs can be created and which

types of jobs are likely to become redundant.


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HR initiativesHR initiatives

Arranging coaching for managers.

Demonstrating the benefits like cost saving, incentives and

productivity profits to managers and retaining valuable

employees Ensuring that all employees are considered in the process

Ensuring that senior management is dedicated to

succession planning and understands the purpose and

periodically exhibits its benefits to employees. Ensuring that plans are rapidly updated as per the occasion

and change in technology or company policies.


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HurdlesHurdles

Lack of future orientation

Ineffective development plan

Inadequate timing

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