11

CAREER PLANNING AND DEVELOPMENT

22

Career Planning and Development Definitions

Career – Series of work-related positions a person occupies throughout life

Career planning - Ongoing process whereby an individual sets career goals and identifies means to achieve them

Organizational career planning - Firm identifies paths and activities for individual employees as they develop

33

Career Planning and Development Definitions (Continued)

Career path - Flexible line representing employees’movements through opportunities over time.

Career development - Formal approach used by organization to help people acquire skills and experiences needed to perform current and future jobs

44

Job Security Versus Career Security

Job security - Protection against job loss within company

Career security - Development of marketable skills and expertise that helps ensure employment within a range of careers

55

Job Security Versus Career Security (Continued)

Employability principleEmployability principle – – Employee owes company commitment Employee owes company commitment

while on boardwhile on board Company owes employee opportunity to Company owes employee opportunity to

learn new skillslearn new skills That is as far as commitment goesThat is as far as commitment goes

66

Career Planning

Process where plan life’s work Evaluates abilities and

interests Considers alternative career

planning Establishes goals Plans developmental activities

77

Individual Career Planning -- Self-Assessment

Learning about oneselfLearning about oneself Strength/weakness Strength/weakness

balance sheetbalance sheet Likes and dislikes surveyLikes and dislikes survey

Assistance on webAssistance on web

© 2008 by Prentice Hall© 2008 by Prentice Hall 7-7-88

Mentoring

Approach to advising, coaching, and Approach to advising, coaching, and nurturing, for creating practical relationship nurturing, for creating practical relationship to enhance individual career, personal, to enhance individual career, personal, and professional growth and developmentand professional growth and development

Mentor may be located elsewhere in Mentor may be located elsewhere in organization or in another firmorganization or in another firm

Relationship may be formal or informalRelationship may be formal or informal

© 2008 by Prentice Hall© 2008 by Prentice Hall 7-7-99

Mentoring/Coaching for Women and Minorities

Some believe that having a mentor is Some believe that having a mentor is essential to essential to make it to the topmake it to the top

Since women and minorities are not Since women and minorities are not equally represented at the firm’s top equally represented at the firm’s top levels, they are often left without a mentor levels, they are often left without a mentor

© 2008 by Prentice Hall© 2008 by Prentice Hall 7-7-1010

Specific Roles of Mentors CoachingCoaching Sponsor advancementSponsor advancement Provide challenging assignmentsProvide challenging assignments Protect employees from adverse forcesProtect employees from adverse forces Encourage positive visibilityEncourage positive visibility Offer personal supportOffer personal support FriendshipFriendship CounselingCounseling Role modeling Role modeling

1111

Career Paths

Traditional career path Lateral skill path Dual career path

Demotion Free agents (being own boss)

1212

Career Development

Consists of skills, education, experiences, behavioral modification and refinement techniques that allow employees to work better and add value

Benefits organization and employee

1313

Career Planning and Development Methods

Manager/ Employee Self Service Discussion with knowledgeable

individuals Company material Performance appraisal system Workshops Personal development plans Sabbaticals