Career development and career management

Manpower management of nursing

1. Career development and career management By / Mahmoud Shaqria محمود محمد شقريه

2. Objectives Definition of career management. Identify Importance of career Management. Identify Indicators of Career Program Effectiveness Identify Career Management System factor Design. Identify Career Management System Components. Identify steps of effective career management. Explain career management process.

3. 8) Definition of career development. 9) Identify Importance of career development. 10) Identify factors and barriers that influence career development. 11) Identify Benefits of Career development. 12) Explain process of Career development. 13) Identify Importance of career development. 14) Explain the steps to create plan.

4.   Definition: Career management Career management is the process through which employee: . *Become aware of their own interests, values, strengths, and weakness . *0btain information about job opportunities within company . *Identify career goal . *Establish action plan to achieve

5. Importance of career management Weak career management: *From company perspectives the failure to motive employee to plan their career can result in: - A Shortage of employees to fill open position. -Lower employee commitment -Inappropriate use of monies allocated from training and developmental programs.

6. From company perspectives lack of career management can result in: -frustration -feeling of not being valued by company -being unable to find suitable employment should a job change be necessary due to mergers, acquisition, restructuring, downsizing.

7. Strong career management: Well-planned and executed career programs will benefit both the organization and the employees in a number of ways. These include the following: Staffing inventories. Effective career management will help ensure a continuous supply of professional, technical and managerial talent so that future organizational goals may be achieved.

8. Staffing from within. Because of the many potential advantages of promotion from within, most organizations like to promote employees when positions become available. But recruitment from within requires a strong career management programme to guarantee that employees can perform effectively in their new jobs

9. 3-Peter Principle: Observation that in a hierarchy people tend to rise to "their level of incompetence." Thus, as people are promoted, they become progressively less-effective because good performance in one job does not guaranty similar performance in another

10. 4- Solving staffing problems. Certain staffing problems may be remedied through effective career management. First, a high rate of employee turnover may be caused, at least in part, by a feeling that little opportunity exists within the organization. Second, recruiting new employees may be easier if applicants realized that the company develops its employees and provides career opportunities .

11. 5- Satisfying employee needs. The current generation of employees is very different from those of generations past. Higher levels of education have raised career expectations. 6- Enhanced motivation . Because progression along the career path is directly related to job performance, an employee is likely to be motivated to perform at peak levels so that career goals may be accomplished .

12. 7- Employment equity . Guidelines demand fair and equitable recruiting, selection and placement policies and the elimination of discriminatory practices concerning promotions and career mobility- Many affirmative action programs contain formal provisions to enhance the career mobility of women and other formerly excluded groups, including the development of career paths and the design of formal T&D activities.

13.   Indicators of Career Program Effectiveness Matching the Standards with the Results: Comparison between already established goals and objectives and achievement is the biggest indicator of the effectiveness of a career program. Greater Self Awareness among Employees: The effectiveness of the program can also be measured by the degree of increase in self-awareness among employees. If they feel that they have achieved greater self-awareness and self-determination and acquired necessary and useful information about their career, the program is definitely a big success .

14. Balance between Employee and Organization Requirements and Objectives : Implementation of a career development program should result in better communication at all levels within the organization, a balance match between individual and organizational career and identification of talent pool by HR specialists are other major indicators that can help you measure the effectiveness of a career development progra m.  

15. Changes in Performance Indexes: Improved employee performance ratings, improved employee morale, reduced turnover rates; reduced employee absenteeism, increased promotions from within and reduced time to fill job openings are other positive indicators for measuring the effectiveness of a career program

16.   C areer Management System Design Factors Includes: Position system as a response to business need. Employ & Manger participates in system development. Employees take an active role in career management.

17.   C areer Management System Components Self-Assessment : The use of information, tests, and interest inventories, etc., to identify and understand their career interests, values, aptitudes, and behavioral tendencies. R eality Check : Information given to employees about how the company sees their skills and knowledge and where they fit into the company’s plan.

18. G oal Setting : The process by which employee’s develop short and long term career objectives that are crafted into a development plan. Goals relate to: Desired positions. Level of skill application. Work setting or location. Skill acquisition .

19. A ction Planning : Involves employees determining how they achieve short and long term goals. Action plans may include training courses and seminars, informational interviews, or applying for jobs.

20. Steps of Effective Career Management Mapping is something we all do all of the time. It is how we make sense of our surroundings, wherever you are in your career journey, and whatever your situation, good mapping is good practice. A particular issue is to fully understand what exactly your situation is. This requires reflection before rushing to action Planning This is the step that provides the opportunity to verify assumptions, and get feedback from others on how you “show up,” along with possible next steps, the core elements of any Plan are to begin by defining objectives and benefits.

21. (3 Exploring Different routes, different outcomes? This is the real time follow on from the back room planning phase where ideas are ready to be tried out. Actively exploring different routes requires the sharing and testing of ideas, and constructively and non-judgmentally processing others perceptions and opinions . ?

22. Demonstrating Competence – Ring ready or ring rust y -4 A fundamental element in demonstrating competence is developing a CV that shows your capability and capacity -Arriving & Delivering: 5 Assimilation into a new role during the first 100 days requires both cultural understanding and a focus on delivering what’s required. “Look, listen, and learn” is important

23. - Consolidating & Reviewing: Using your radar 6 Career management does not end with successfully finding a new position, whether as CEO or Graduate trainee. There will be a continuing need to choreograph your own career Focusing on delivery * Maintaining your channels of communication * Energetically networking * And remembering to scan the horizon both within the organization and the market

24. the Career Management Process Stage 1: Discover Assess Yourself Research Careers In this first stage, you will assess yourself. What are your skills, your values, and your vision? Stage 2: Decide Choose a Focus Set Goal s In the second stage, you’ll choose a career focus and commit to it by setting goals. Stage 3: Do Take Actio n Once you’ve discovered your preferred career paths and set goals to get there, it’s time to take actio n

25.   Definition: Career Development Career development is the series of activities or the on-going/lifelong process of developing one’s career. Career development is directly linked to the goals and objectives set by an individual. It starts with self-actualization and self-assessment of one’s interests and capabilities.

26. Importance of career development : Attracting top talent : Although the recently the US has been faced with a tight job market, in competitive fields employers must focus their efforts on attracting the top talent. Job satisfaction: Employees who participate in required training courses and worked-based development activity during work time reported higher job satisfaction and organizational commitment . Retaining employees /reducing turnover : Through organizational commitment, career development opportunities help to retain employees and thus prevents turnover .   Productivity and Financial Returns : Employers can also increase productivity and financial returns by investing in their employees via career development

27. Factors and Barriers that Influence Career Development : Several factors and the interactions between them influence career development and some may be barriers to it. These factors are: Personal Characteristics: When you are in the process of choosing a career, you should do a thorough self-assessment. It will allow you to learn what your personality type, interests, aptitudes and work-related values are.

28. Socio-Economic Factors: Socio-economic factors can be a barrier to career development. They can significantly influence your ability to pursue a career that is otherwise a good match for you . For example , your financial situation may threaten to keep you from getting the necessary education. Fortunately, there are ways of overcoming barriers such as limited financial resources, namely student loans, financial aid and scholarships.

29. Physical and Mental Abilities: Some of us are better suited to some careers than we are to others due to our physical and mental abilities, and limitations. For example, you may want to become a doctor but don't have the intellectual ability to get into medical school. You should, if possible, find a related occupation that makes the best use your strengths while accommodating your limitations. Chance Factors: Chance factors are life events over which we have little or no control. They can influence what careers we choose and how we progress in them. An example would be an individual not being able to advance in his career because he is a caregiver for a relative.

30.   . -Benefits of a Career Development System to Organization * Once organization has a fair idea about employee’s strengths and weaknesses, attitude and behavior, values and future aspirations and skills and competencies, they are able to make better use of employee skills and put them at the right place. *The organization can disseminate all important details and information at all organizational levels in order to ensure effective communication at all levels.

31. * It also helps organization retain valued employees by providing them what they want. Since the organization is able to collect all necessary information about a specific individual, it can make efforts to retain them. *It establishes a reputation of the organization in the market. More and more working professionals see it as a people developer and get attracted towards it

32. Benefits of a Career Development System to Employees *The major benefit of career development system to employees is that they get helpful assistance and guidance with their career decisions. *By using this system, they can set more realistic goals and objectives that are feasible to be accomplished over the span of one’s life. *It fosters better communication between the employee and the manager as well as at all levels of the organization. *The best part is that they can get feedback on their performance. This helps them improve their working style and compels them to upgrade their skills. *The process leads to job enrichment and enhanced job satisfaction

33. 3-Benefits of a Career Development System to Managers/Supervisors   *A career development system helps managers and supervisors in improving and upgrading their skills in order to manage their own career. *It fosters better communication between managers and employees.

34. *It helps them in retaining valued employees as they get to know about their skills and competencies and future aspirations as well . *It helps in discussing productive performance appraisal of employees and planning their promotions as well as their career graph

35. * It leads to greater understanding of the organization as a whole and cultivate a supportive and conducive culture in the organization. *It helps managers in understanding the hidden aspects of employees and guides them to allocate employees the right job that matches to their skills and competencies

36. Career Development Process   ( Step 1 – Self Assessment (INSIDE The first and most important step of this process is Self-Assessment. Step 1 focus is on the INSIDE of a person. After the successful completion of Step 1, you should have a good idea in terms of who you are and what’s most important in your life. Step 2 – Career Exploration (OUTSIDE) The second step of the process involves Career Exploration. Step 2's focus is on the OUTSIDE of a person. Step 4 – Taking Action (MATCHING UP) Taking Action involves MATCHING UP the results of your self-assessment results and the most supportive aspects within significant influencing areas in Step 2

37. Importance of career development plan 1-A career development plan will keep you from getting stuck in A rut. 2-A career development plan will help you take responsibility for your weaknesses

38. 3-A career development plan will help define your future career path. 4-A career development plan will help you to take charge of your own advancement. 5-A career development plan will give you the confidence you need to succeed

39. Steps to Create Your Own Career Development Plan Step 1: Figure out Your Destination As with all efforts, you must be clear about your direction when you create your own career development plan. You don’t take a road trip without knowing where you want to end up.

40. Don’t make a goal just for the sake of making one. You need a goal that really rings your chimes and helps to motivate you into action. If you’re making a goal based on what someone else wants, it also isn’t going to be that compelling for you. Being clear on your direction means being clear that this direction is inspiring and motivational and knowing what is driving you to it.

41. Step 2 : Do a Gap Analysis A gap analysis is where you figure out the differences in the qualifications between where you are right now and your two-year goal or next step. Using a job posting or job description for the position you are aiming at is a good way to get specific information about the skills and experience that are expected. Go through the job description line item by line item and rate your current state of skills, education, or experience to what is listed.

42. Once you have completed this exercise, identify all of the items where there is anywhere from a fair amount to a substantial amount of development that is needed. Look for commonalities and clump those together as a category. You will discover that there will be themes to your gaps . Step 3: Create Your Development Plan You are now fully armed with a clear two-year goal and all the details of where and what you need to develop to get you where you want to go. Your plan will be best if you can consult with your boss and/or a mentor to help you with ideas of how to get the skills you need to add.

43. Usually there are multiple ways of accumulating the needed skills. You may also want to have multiple ways of beefing up your skill set to add depth to it. An example is if you want to move to a project management position, you may want to get certification and also to ask for project responsibilities .

44. This chart shows the steps involved in making the CDAP a useful tool and a living document that guides your career development at UC Berkeley.

45. Summarize the information you clarified in the self-assessment phase of your career development exploration. Summarize Your Self-Assessment Information and Career Development Needs Completing a CDAP is a joint effort between you and your supervisor. Share the summary of your self-assessment clarification and ask for feedback from your supervisor about your strengths and areas for development . Talk with Your Supervisor Considering the information you have clarified and the awareness you have gained from your conversation(s) with your supervisor, think about your current position and the positions to which you aspire . Set Career Goals

46. Using your career goals as guides, identify the skills and competencies that you need to develop . Create Roadmap for Development Activities This is the most important step. In order to develop a skill or improve your competency in a certain area, you have to practice what you have learned and have an opportunity to build your competence . Create Milestones and Timelines to Measure Your Success

47. Upon completion of a development activity, review with your supervisor the skills you have acquired and the ways in which those skills have enhanced your job performance and can be used to help you grow in the future . Review CDAP Regularly

48. Thank you…