Download - Development & career management
Employee Developmentand
Career Management
Employee Development
Training Development
Focus Current Future
Use of work experience
Low High
Goal Preparation for current job
Preparation for changes
Participation Required Voluntary
Training & DevelopmentTraining & Development
IntroductionIntroduction
Training & DevelopmentTraining & Development
The Relationship between Development, Training, and Careers
Development and TrainingDevelopment and Training
- Training & Development related to busniess goals- Training & Development related to busniess goals
- Will be required and will focus on current and - Will be required and will focus on current and future personel and company need future personel and company need
Training & DevelopmentTraining & Development
The Relationship between Development, Training, and Careers
Development and CareersDevelopment and Careers
- To retain and motivate employee- To retain and motivate employee
Training & DevelopmentTraining & Development
Approaches to Employee Development
- Formal Education- Formal Education- Assessment- Assessment- Benchmark- Benchmark- Performance Apprasial- Performance Apprasial- Job Experiences- Job Experiences- Interpersonal Relationships- Interpersonal Relationships
Training & DevelopmentTraining & Development
Formal Education
Employee development program, include off-site and on-site programs designed specifically for company’s employees
Training & DevelopmentTraining & Development
Assessment
“ Collecting information and providing feedback to employees about their behavior, communication style, or skills ”.
•Assessment tools: Personality Test Myers-Briggs Type Indicator (MBTI) Assessment Center Benchmarks Performance Apprasial and 360-degree feedback
Training & DevelopmentTraining & Development
Job Experiences
Promotion
Transfer
Downward Move
Job Rotation
TemporaryAssignment,Project, and
Volunteer Work
Enlargement ofCurrent
JobExperience
Training & DevelopmentTraining & Development
Interpersonal Relationships
“ Mentoring and coaching are two types of interpersonal relationships that are used to develop employee ”.
Career Management
Training & DevelopmentTraining & Development
IntroductionIntroduction
• Career management is important for companies to create and sustain a continuous learning environment
• Project Careers are a series of project that may not be in the same company
Training & DevelopmentTraining & Development
Career Management’s Influence on Career Motivation
Component of Career Motivation
Career Resilience Company Value- Innovation- Employee adapting to unexpected changed- Commitment to company- Pride in work
Career Insight Employee Value- Be aware of skill strengths & weaknesses- Participate in learning activities- Cope with less than ideal working condition
Career Identity - Avoid skill obsolescence
Training & DevelopmentTraining & Development
Traditional Career Vs Protean Career
Comparation of Traditional Career & Protean Career
Dimension Traditional Career Protean Career
Goal Promotions Psychological successSalary Increase
Psychological Contract Security for commitment Employability for flexibility
Mobility Vertical Lateral
Responsibility for Management Company Employee
Pattern Linear & expert Learn how
Expertise Know how Learn how
Development Heavy reliance on Greater reliance on relationshipformal training and job experiences
Training & DevelopmentTraining & Development
A Model Of Career Development
• Life-cycle models
“ Suggest employee that they move through
distinct life or career stages”
• Organization-based models
“ Suggest employee that career proceed through a series
stages “
• Directional pattern models
“ Describes the form or shape of career”
Training & DevelopmentTraining & Development
Career Stages
Career StageExploration Establishment Maintenance Disengagement
Developmental Task
Identify interests, skill, fit between self and work
Advancement, growth, security, develop lifestyle
Hold on to accomplishments, update skill
Retirement planning, change balance between work and nonwork,
Activities
Helping, Learning, Following, Direction
Making independent contribution
Training sponsoring policy 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 jobLess than 2 years
2 – 10 yearsMore than 10 years
More than 10 years
Training & DevelopmentTraining & Development
Roles in Career Management
Employee Manager CompanyHR
Manager• self-assessment• self-development
action plan• create visibility
through good
performance and
relationships• seek challenge
• Coaching• counseling• communicating• request
information from
other company
resources
• Develop system
to support career
management• develop culture
that support
career
management
• Information and
advice• specialized
service (testing,
counseling, or
workshop)
Self-assessment
Reality Check
Goal Setting
Actionplanning
• Identify opportunities and needs to improve
• Identify what needs are realistic to develop
• Identify goal and method to determine goal progress
• Identify steps and timetable to reach goal
Career Management Process
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Evaluating Career Management System
1. The reaction of the customers
2. More Objective information related to result
Training & DevelopmentTraining & Development