careermgt-140703022015-phpapp0123455.pptx

career management

1. Career Management And Development Guided By: Prepared By: Ami Ma’am Jay Raval Submitted TO: Department of Business Administration

2. Concept Stages Model Process Roles or responsibility issues Learning Objectives Of Career Management And Development 2

3. Concept

4. What Is A Career? The property of an occupation or organization. When used in this way, career describes the occupation itself (e.g., sales or accounting) or an employee’s tenure within an organization (e.g., my college career ). 2. Advancement. In this sense, career denotes one’s progression and increasing success within an occupation or organization. 3. Status of a profession. Some use the term career to separate the “professions,” such as law or engineering, from other occupations, such as plumbing, carpentry, or general office work. In this view, the lawyer is said to have a career, while the carpenter does not. 4. Involvement in one’s work. Sometimes career is used in a negative sense to describe being extremely involved in the task or job one is doing, as in “Don’t make a career out of it .” 5. Stability of a person’s work pattern. A sequence of related jobs is said to describe a career, whereas a sequence of unrelated job doesnot .

5. 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 career goals

6. Why Is Career Management Important? (1 of 2) 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

7. Why Is Career Management Important? (2 of 2) 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

8. A formal approach used by the firms to ensure that people with proper qualifications and experience are available when needed. Career development benefits both employees as well as organizations. Organization needs to have career development programme and integrate the function with HR activities. Career Development 8

9. Career Development Career development is important for companies to create and sustain a continuous learning environment The biggest challenge companies face is how to balance advancing current employees’ careers with simultaneously attracting and acquiring employees with new skills

10. Career Development Changes in the concept of career affect: Employees’ motivation to attend training programs The outcomes they expect to gain from attendance Their choice of programs

11. C areer planning: Career planning is defined as “a deliberate process of (1) becoming aware of self, opportunities, constraints, choices, and consequences; (2) identifying career related goals (3) programming work, education, and related developmental experiences to provide the direction, timing, and sequence of steps to attain a specific career goal.”

12. Stages

13. Erikson’s Model of Adult Development . The last three stages of Erikson’s model focus on the issues facing adult development. As a young adult, one is faced with the challenge of developing meaningful relationships with others, or intimacy. If the individual successfully resolves this stage, he or she will be able to make a commitment to other individuals and groups; otherwise, the individual is likely to experience feelings of isolation. In middle adulthood, the challenge is to develop the capacity to focus on the generations that will follow, which Erikson calls generativity . This can take the form of becoming more involved in the lives of one’s children, social issues affecting future generations, or in serving as a mentor for younger colleagues. Erikson argues that failure to resolve this stage will lead to feelings of stagnation, in that one has made no contribution to the world that will last after he or she is gone. Finally , in maturity, the individual faces issues of ego integrity, which involves developing an understanding and acceptance of the choices one has made in life. Successful development of ego integrity permits one to be at peace with one’s life as one faces death. Failure at this stage can lead to despair over the meaninglessness of one’s existence Preretirement counseling and motivational programs geared toward older workers can yield benefits for both the individual and the organization. Finally, Erikson’s model also provides evidence that there is a predictable order to the issues individuals face as they develop

14. Stages of Career Development Erikson’s Model of Adult Development.

15. Levinson’s “Eras” Approach to Adult Development. Levinson, like Erikson, argues that there is an underlying order to adult life called the life cycle. He uses the metaphor of seasons to indicate that major phases of a person’s life (called eras) are like seasons of the year in the following ways : 1. They are qualitatively different . 2. Change occurs within each season. 3 . There is a transitional period between each season that is part of both seasons. 4 . No season is superior or inferior to another season . 5. Each season contributes something unique to life. 6. There are four seasons or eras in a person’s life.

16. Levinson’s “Eras” Approach to Adult Development.

17. Model

18. A 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

19. A Model of Career Development (continued)

20. Specific Career Development Activities Career Counseling Career Pathing Inventory Skills Transfers Training Job Posting Promoting Lateral Development 20

21. Process

22. Roles

23. Shared Responsibility: Roles in Career Management Manager Employees Company HR Manager

24. Employees’ Role in Career Management Take the initiative to ask for feedback from managers and peers regarding their skill strengths and weaknesses Identify their stage of career development and development needs Seek challenges by gaining exposure to a range of learning opportunities Interact with employees from different work groups inside and outside the company Create visibility through good performance

25. Managers’ Role in Career Management Roles Responsibilities Coach Probe problems, interests, values, needs Listen Clarify concerns Define concerns Appraiser Give feedback Clarify company standards Clarify job responsibilities Clarify company needs Advisor Generate options, experiences, and relationships Assist in goal setting Provide recommendations Referral agent Link to career management resources Follow up on career management plan

26. HR Manager’s Role in Career Management Provide information or advice about training and development opportunities Provide specialized services such as testing to determine employees’ values, interests, and skills Help prepare employees for job searches Offer counseling on career-related problems

27. Company’s Role in Career Management Companies are responsible for providing employees with the resources needed to be successful in career planning: Career workshops Information on career and job opportunities Career planning workbooks Career counseling Career paths

28. Issues

29. 5 Common Issues Facing Hiring Managers during career management programme  Job change Work overload Pay cut post appraisal Pushy peers Suffering in a mis -sold job

30. Thank You