Hrm 11e dessler 10

Human Resource Management 11e gary dessler chapter 10

1. © 2008 Prentice Hall, Inc. © 2008 Prentice Hall, Inc.
All rights reserved.All rights reserved.
PowerPoint Presentation by Charlie CookPowerPoint Presentation by Charlie Cook
The University of West AlabamaThe University of West Alabama
1
Human Resource Human Resource
ManagementManagement
ELEVENTH EDITIONELEVENTH EDITION
G A R Y D E S S L E RG A R Y D E S S L E R
Managing CareersManaging Careers
Chapter Chapter
1010
Part 3 | Training and DevelopmentPart 3 | Training and Development

2. © 2008 Prentice Hall, Inc. All
rights reserved. 10–2
After studying this chapter, you should be able to:
1.1.Compare employers’ traditional and career planning-Compare employers’ traditional and career planning-
oriented HR focuses.oriented HR focuses.
2.2.Explain the employee’s, manager’s, and employer’s Explain the employee’s, manager’s, and employer’s
career development roles.career development roles.
3.3.Describe the issues to consider when making Describe the issues to consider when making
promotion decisions.promotion decisions.
4.4.Describe the methods for enhancing diversity through Describe the methods for enhancing diversity through
career management.career management.
5.5.Answer the question: How can career development Answer the question: How can career development
foster employee commitment?foster employee commitment?

3. © 2008 Prentice Hall, Inc. All
rights reserved. 10–3
The Basics Of Career ManagementThe Basics Of Career Management
Career
Management
Career
Planning
Career
Development
Employees’
Careers

4. © 2008 Prentice Hall, Inc. All
rights reserved. 10–4
The Employer’s Role in The Employer’s Role in
Career DevelopmentCareer Development
Realistic Job
Previews
Challenging
First Jobs
Networking and
Interactions
Mentoring
Career-Oriented
Appraisals
Job
Rotation
Employer’s
Role

5. © 2008 Prentice Hall, Inc. All
rights reserved. 10–5
Managing Promotions and TransfersManaging Promotions and Transfers
Decision 1:
Is Seniority or
Competence
the Rule?
Decision 4:
Vertical,
Horizontal, or
Other?
Decision 2:
How Should
We Measure
Competence?
Decision 3:
Is the Process
Formal or
Informal?
Making Promotion
Decisions

6. © 2008 Prentice Hall, Inc. All
rights reserved. 10–6
Taking Steps to Enhance Diversity: Taking Steps to Enhance Diversity:
Women’s and Minorities’ ProspectsWomen’s and Minorities’ Prospects
Take Their
Career Interests
Seriously
Eliminate
Institutional
Barriers
Eliminate the
Glass Ceiling
Improve
Networking and
Mentoring
Institute Flexible
Schedules and
Career Tracks

7. © 2008 Prentice Hall, Inc. All
rights reserved. 10–7
Career Management and Career Management and
Employee CommitmentEmployee Commitment
Old Contract:
“Do your best and be loyal to us,
and we’ll take care of your career.”
New Contract:
“Do your best for us and be loyal to
us for as long as you’re here, and
we’ll provide you with the
developmental opportunities you’ll
need to move on and have a
successful career.”
Comparing Yesterday’s and Today’s
Employee-Employer Contract

8. © 2008 Prentice Hall, Inc. All
rights reserved. 10–8
Career Management and Career Management and
Employee Commitment (cont’d)Employee Commitment (cont’d)
Career
Development
Programs
Career-
Oriented
Appraisals
Commitment-
oriented career
development efforts

9. © 2008 Prentice Hall, Inc. All
rights reserved. 10–9
Career Management and Career Management and
Employee Commitment (cont’d)Employee Commitment (cont’d)
Career
Development
Programs
Career-
Oriented
Appraisals
Commitment-
Oriented
Career
Development
Efforts

10. © 2008 Prentice Hall, Inc. All
rights reserved. 10–10
Attracting and Retaining Older WorkersAttracting and Retaining Older Workers
Create a Culture that
Honors Experience
Offer Flexible Work
Offer Part-Time Work
HR Practices
for Older
Workers

11. © 2008 Prentice Hall, Inc. All
rights reserved. 10–11
K E Y T E R M S
careercareer
career managementcareer management
career developmentcareer development
career planningcareer planning
career planning and developmentcareer planning and development
reality shockreality shock
job rotationjob rotation
mentoringmentoring
promotionspromotions
transferstransfers
retirementretirement
preretirement counselingpreretirement counseling
career cyclecareer cycle
growth stagegrowth stage
exploration stageexploration stage
establishment stageestablishment stage
trial substagetrial substage
stabilization substagestabilization substage
midcareer crisis substagemidcareer crisis substage
maintenance stagemaintenance stage
decline stagedecline stage
career anchorscareer anchors

12. © 2008 Prentice Hall, Inc. © 2008 Prentice Hall, Inc.
All rights reserved.All rights reserved.
PowerPoint Presentation by Charlie CookPowerPoint Presentation by Charlie Cook
The University of West AlabamaThe University of West Alabama
1
Human Resource Human Resource
ManagementManagement
ELEVENTH EDITIONELEVENTH EDITION
G A R Y D E S S L E RG A R Y D E S S L E R
Managing CareersManaging Careers
Chapter 10 Chapter 10
AppendixAppendix
Part 3 | Training and DevelopmentPart 3 | Training and Development

13. © 2008 Prentice Hall, Inc. All
rights reserved. 10–13
Identify Your Career AnchorsIdentify Your Career Anchors
Technical/
Functional
Competence
Managerial
Competence
Autonomy and
Independence
Creativity
Security