CAREER MANAGEMENT AND CAREER PLANNING.pptx

THIS TOPIC DISCUSSED ABOUT CAREER MANAGEMENT AND CAREER PLANNING.

1. CAREER MANAGEMENT Career can be defined as a general course of action a person chooses to pursue throughout his or her working life Career management is conscious planning of one’s activities and engagements in the jobs one undertakes in the course of his life for better fulfilment , growth and financial stability

2. What Is Career Management ? Career management is 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

3. Definitions Career Management is the combination of structured planning and the active management choice of one's own professional career. "Lifelong, self-monitored process of career planning that involves choosing and setting personal goals, and formulating strategies for achieving them". ----businessdictionary.com

4. Why Is Career Management Important? From the company’s perspective, the failure to motivate employees to plan their careers can result in: a shortage of employees to fill open positions lower employee commitment inappropriate use of monies allocated for training and development programs

5. From the employees’ perspective, lack of career management can result in: frustration feelings of not being valued by the company being unable to find suitable employment should a job change be necessary due to mergers, acquisitions, restructuring, or downsizing

6. Benefits to the organisation Well-planned and executed career programmes 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 .

7. Conti…….. 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..

8. Benefits to the organisation (Peter Principle) Solving staffing problems . Certain staffing problems may be remedied through effective career management. (a) a high rate of employee turnover may be caused, at least in part, by a feeling that little opportunity exists within the organization. (b) recruiting new employees may be easier if applicants realize that the company develops its employees and provides career opportunities. Satisfying employee needs . The current generation of employees are very different from those of generations past. Higher levels of education have raised career expectations. And many workers hold their employers responsible for providing opportunities so that those expectations may be realized.

9. Conti……… 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. 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 programmes 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.

10. career management process

11. Career Management Process Self-Assessment: Use of information by employees to determine their career interests, values, aptitudes, and behavioral tendencies Often involves psychological tests Reality Check: Information employees receive about how the company evaluates their skills and knowledge and where they fit into company plans

12. Career Management Process Goal Setting : The process of employees developing short- and long term career objectives Usually discussed with the manager and written into a development plan Action Planning : Employees determining how they will achieve their short- and long-term goals.

13. Career Management Model CAREER MANAGEMENT MODEL

14. Career Management Model   Career Exploration There are two types of career exploration- self-exploration and environmental exploration . Career exploration should enable an individual to become more fully aware of himself and his environment. Self-exploration Self-exploration can provide a greater awareness of personal qualities. A person ought to gain insight, for example, into his values, interests, and talents in both his work and non-work lives. He should become more aware of job options, their requirements, and opportunities and obstacles in the environment. People may come to possess a deep understanding of the activities they like or dislike, the challenge they want from their jobs. Self-exploration provides information about strengths, weaknesses, talents, and limitations. It can also provide a better understanding of the balance of work, family and leisure activities that the best suit a preferred lifestyle. Self-awareness or self-assessment involves identifying and understanding one’s interests, skills, and values as a foundation for career decision making, planning, and action. There is a big difference between getting a job and pursuing a career you love.

15. Career Management Model Environmental exploration It includes types of occupation, types of industries, necessary skills, and job alternatives within a given organization or alternative future jobs, experience needed to move from current line position to a staff position, company alternatives and impact of family on career decisions . 2. Awareness Exploration increases awareness. Awareness is a relatively complete and accurate perception of a person’s own qualities and characteristics of his relevant environment. Awareness is a central concept in career development. A thorough awareness of self and environment allows a person to set right career goals and strategies.

16. Career Management Model 3. Goal Setting Effective career goals follow the S.M.A.R.T. model. That is, they are specific, measurable, achievable, and realistic and have a timeline . A career goal is a desired career-related outcome that a person intends to attain. The goal may be to attain the position of assistant plant manager in a specified period of time 4. Strategy Development A strategy is a plan chosen to bring about a desired future, such as the achievement of a goal or solution to a problem. A career strategy is a sequence of activities designed to help an individual attain a career goal. A career strategy is a structured approach to developing capabilities, tools, and resources in an organization, which will enable people to navigate their career ‘journey’ successfully.

17. Career Management Model 5. Strategy Implementation Some steps a person may need to take to implement his action plan include the following; seek advice from your supervisor regarding ways to implement your action plan and fill any gaps in skills and experience, engage in short term development training to develop identified skills, enroll to do a more formal study, investigate hidden opportunities both within and outside the organization explore how to develop good networks inside and outside the organization, know how and when to negotiate on salary or conditions and commit to a lifelong learning strategy to stay employable.

18. Career Management Model 6. Feedback To help employees perform their best, a great manager will provide feedback-the right kind, at the right time. When you become a master of delivering effective feedback, both positive and negative, you help your employees develop their skills and maximize their performance . 7. Career Appraisal Career appraisal is the process by which people acquire and use career related feedback to determine whether their goals and strategies are appropriate. Career appraisal permits a person to monitor the course of a career, represents adaptive, and feedback functions of career management. The career appraisal process may lead to a reexamination of career goals. 

19. Career management policies

20. Career management policies Career management policies helps, define the opportunities for employees to develop the skills and knowledge required to take on more responsibilities, move into management or obtain a new role. By specifying what resources are provided, establishing accountability and keeping records, human resource professionals create a fair and equitable environment for all employees.

21. Responsibilities By establishing a career management policy, human resources personnel define the roles and responsibilities of the employee, the manager and the company. Employees take personal responsibility for managing their careers, seeking feedback, assessing their own strengths and weaknesses and taking advantage of training available to them. Managers usually commit to hiring the best personnel for the job and ensuring that employees have the right skills and materials to complete their jobs. Managers communicate the company's strategic goals and performance measurement criteria at the beginning of each year, so employees know how their performance will be measured. company is responsible for providing a safe environment for employees to work in.

22. Opportunities Human resources personnel document policies related to job opportunities to adhere to legal requirements, such as Equal Employment Opportunity laws, and promote employee job satisfaction and morale. By hiring, training and retaining a diverse workforce, companies typically maintain a competitive edge. Usually, employers commit to providing career advancement opportunities within the company and mandate the employees look within the company for their own growth and development. For example, employees who maintain an up-to-date resume on file with human resources can qualify for promotions or transfers, after at least two years in their current role.

23. Types of Career Development Career management policies describe the types of career moves available to employees. For example, a lateral move indicates a job opportunity at the same level but in a different department or location. A vertical move provides the employee with a promotion into a management or consultant role based on her performance. A realignment moves the employee down a level based on poor performance or restructuring within the company.

24. Privacy Human resources departments typically use complex software systems and comprehensive databases to manage personnel records. By stating that they make every effort to protect staff information, such as Social Security numbers, exam scores and other personal data, they help ensure privacy. Employees commit to maintaining security by regularly taking their own actions, such as changing passwords and signing off on shared computers.

25. ANOTHER TOPIC CAREER PLANNING

26. CAREER PLANNING Definitions: 1. A career may be defined as ‘ a sequence of jobs that constitute what a person does for a living’. 2 . According to Schermerborn , Hunt, and Osborn, ‘Career planning is a process of systematically matching career goals and individual capabilities with opportunities for their fulfillment’. 3 . Career planning is the process of enhancing an employee’s future value. 4 . A career plan is an individual’s choice of occupation, organization and career path .

27. CAREER PLANNING Features of Career Planning: 1. It is an ongoing process. 2. It helps individuals develop skills required to fulfill different career roles. 3. It strengthens work-related activities in the organization. 4. It defines life, career, abilities, and interests of the employees. 5. It can also give professional directions, as they relate to career goals.

28. Objectives of Career Planning 1 . To identify positive characteristics of the employees. 2. To develop awareness about each employee’s uniqueness. 3. To respect feelings of other employees. 4. To attract talented employees to the organization. 5. To train employees towards team-building skills. 6. To create healthy ways of dealing with conflicts, emotions, and stress.

29. CAREER PLANNING Benefits of Career Planning: 1. Career planning ensures a constant supply of promotable employees. 2. It helps in improving the loyalty of employees. 3. Career planning encourages an employee’s growth and development. 4. It discourages the negative attitude of superiors who are interested in suppressing the growth of the subordinates. 5. It ensures that senior management knows about the caliber and capacity of the employees who can move upwards. 6. It can always create a team of employees prepared enough to meet any contingency. 7. Career planning reduces labor turnover. 8. Every organization prepares succession planning towards which career planning is the first step.

30. CAREER PLANNING PROCESS

31. CAREER PLANNING PROCESS Self Assessment Trying to find a career without being self aware is like trying to run a race not knowing where the finish line is. How can you know which career path is going to be most satisfying, if you don't even know what you're all about? You can't. That's why self assessment (sometimes referred to as a career assessment) is such an important part of the career planning process. During the self assessment process you'll use tools designed to help you learn more about your interests, values, personality, aptitudes, skill sets, developmental needs, and preferred work environments, so you can make an informed career decision. By the end of the self assessment process you'll have identified various occupations that are good fit for you.

32. CAREER PLANNING PROCESS Career Exploration Based on the results of your self assessment, you should now have a list of occupations that appear to be a good match with your values, interests and skill set. Next, you'll want to narrow this list down to about ten occupations. Go through the list and eliminate those careers that you know you're not interested in. For example, even though you'd make a great police officer, and the career is a good match with your values, interests, and skill set, you know you don't want to work in a job that requires you to carry and shoot a gun. In addition to researching individual occupations, you'll also want to research industries that you'd like to work in. Other very effective ways to explore careers (and which we highly recommend) include conducting informational interviews with industry professionals, job shadowing, job temping, internships, and volunteering. Career Identification As it's name suggests, the career identification component the career planning process is when you select just one occupation, among the many you've considered. During this step you'll identify the occupation that you're most interested in, as well as few alternatives to fall back on if your first choice doesn't pan out. Now that you know which occupation you're going to pursue, you'll want to prepare to enter your chosen field. Identify all the requirements (e.g. education, costs, etc.) for entering your chosen career field.

33. CAREER PLANNING PROCESS Create an Action Plan The final step in the career planning process is to create an action plan. The action plan is designed to help you reach your goals. It's like a road map that takes you from choosing a career to finding your first job all the way to achieving your long-term career goals. In your action plan you should identify your short-term and long- term goals, identify education and training requirements for your career, develop a job search strategy, identify potential employers, create a resume, compose cover letters, and prepare for job interviews.

34. TIPS FOR SUCCESSFUL CAREER PLANNING Make Career Planning an Annual Event By making career planning an annual event, you will feel more secure in your career choice and direction — and you’ll be better prepared for the many uncertainties and difficulties that lie ahead in all of our jobs and career. Map Your Path Since Last Career Planning One of your first activities whenever you take on career planning is spending time mapping out your job and career path since the last time you did any sort of career planning. While you should not dwell on your past, taking the time to review and reflect on the path — whether straight and narrow or one filled with any curves and dead-ends — will help you plan for the future. Once you’ve mapped your past, take the time to reflect on your course — and note why it looks the way it does. Are you happy with your path? Could you have done things better? What might you have done differently? What can you do differently in the future

35. TIPS FOR SUCCESSFUL CAREER PLANNING Reflect on Your Likes and Dislikes, Needs and Wants Change is a factor of life; everybody changes, as do our likes and dislikes. Something we loved doing two years ago may now give us displeasure. So always take time to reflect on the things in your life — not just in your job — that you feel most strongly about. Make a two-column list of your major likes and dislikes. Then use this list to examine your current job and career path. If your job and career still fall mostly in the like column, then you know you are still on the right path; however, if your job activities fall mostly in the dislike column, now is the time to begin examining new jobs and new careers. Finally, take the time to really think about what it is you want or need from your work, from your career. Are you looking to make a difference in the world? To be famous? To become financially independent? To effect change? Take the time to understand the motives that drive your sense of success and happiness.

36. TIPS FOR SUCCESSFUL CAREER PLANNING Examine Your Pastimes and Hobbies Career planning provides a great time to also examine the activities you like doing when you’re not working. It may sound a bit odd, to examine non-work activities when doing career planning, but it’s not. Many times your hobbies and leisurely pursuits can give you great insight into future career paths. Think you can’t make a hobby into a career? People do it all the time. The great painter Paul Gauguin was a successful business person who painted on the side. It actually wasn’t until he was encouraged by an artist he admired to continue painting that he finally took a serious look at his hobby and decided he should change careers. He was good at business, but his love was painting.

37. TIPS FOR SUCCESSFUL CAREER PLANNING Make Note of Your Past Accomplishments Most people don’t keep a very good record of work accomplishments and then struggle with creating a powerful resume when it’s time to search for a new job. Making note of your past accomplishments — keeping a record of them — is not only useful for building your resume, it’s also useful for career planning. Sometimes reviewing your past accomplishments will reveal forgotten successes, one or more which may trigger researching and planning a career shift so that you can be in a job that allows you to accomplish the types of things that make you most happy and proud.

38. TIPS FOR SUCCESSFUL CAREER PLANNING Look beyond Your Current Job for Transferable Skills Some workers get so wrapped up in their job titles that they don’t see any other career possibilities for themselves. Every job requires a certain set of skills, and it’s much better to categorize yourself in terms of these skill sets than be so myopic as to focus just on job titles. For example, one job-seeker who was trying to accomplish career planning found herself stuck because she identified herself as a reporter. But once she looked beyond her job title, she could see that she had this strong collection of transferable skills — such as writing, editing, researching, investigating, interviewing, juggling multiple tasks, meeting goals and deadlines, and managing time and information — skills that could easily be applied to a wide variety of jobs in many different careers.

39. TIPS FOR SUCCESSFUL CAREER PLANNING Look beyond Your Current Job for Transferable Skills Some workers get so wrapped up in their job titles that they don’t see any other career possibilities for themselves. Every job requires a certain set of skills, and it’s much better to categorize yourself in terms of these skill sets than be so myopic as to focus just on job titles. For example, one job-seeker who was trying to accomplish career planning found herself stuck because she identified herself as a reporter. But once she looked beyond her job title, she could see that she had this strong collection of transferable skills — such as writing, editing, researching, investigating, interviewing, juggling multiple tasks, meeting goals and deadlines, and managing time and information — skills that could easily be applied to a wide variety of jobs in many different careers .

40. TIPS FOR SUCCESSFUL CAREER PLANNING Review Career and Job Trends Everyone makes his or her own job and career opportunities, so that even if your career is shrinking, if you have excellent skills and know how to market yourself, you should be able to find a new job. However, having information about career trends is vital to long-term career planning success. A career path that is expanding today could easily shrink tomorrow — or next year. It’s important to see where job growth is expected, especially in the career fields that most interest you. Besides knowledge of these trends, the other advantage of conducting this research is the power it gives you to adjust and strengthen your position, your unique selling proposition. One of the keys to job and career success is having a unique set of accomplishments, skills, and education that make you better than all others in your career.

41. TIPS FOR SUCCESSFUL CAREER PLANNING Set Career and Job Goals Develop a roadmap for your job and career success. Can you be successful in your career without setting goals? A major component of career planning is setting short-term (in the coming year) and long-term (beyond a year) career and job goals. Once you initiate this process, another component of career planning becomes reviewing and adjusting those goals as your career plans progress or change – and developing new goals once you accomplish your previous goals. Research Further Career/Job Advancement Opportunities One of the really fun outcomes of career planning is picturing yourself in the future. Where will you be in a year? In five years? A key component to developing multiple scenarios of that future is researching career paths.

42. TIPS FOR SUCCESSFUL CAREER PLANNING Explore New Education/Training Opportunities It’s somewhat of a cliche , but information really does lead to power and success. Never pass up chances to learn and grow more as a person and as a worker; part of career planning is going beyond passive acceptance of training opportunities to finding new ones that will help enhance or further your career. Take the time to contemplate what types of educational experiences will help you achieve your career goals. Look within your company, your professional association, your local universities and community colleges, as well as online distance learning programs, to find potential career-enhancing opportunities — and then find a way achieve them.

43. THANK YOU