• According to Hall’s, a career refers to the
individual sequence of attitudes and behavior
associated with work related experiences and
activities over the span of the person’s life.
3. Depending on:
A series of work
& feelings CAREER
4. • Four different meanings can be accepted to the
concept of career:-
• As advancement- sequence of promotion or
upward moves in a company during the
person’s work life
• As profession- certain occupations which have
a clear pattern of advancement.
• A lifelong sequence of job
• A lifelong sequence of role related experience
5. CAREER PLANNING
• A systematic process by which one decides his/her
career goals and the path to reach these goals.
Organization point of view
• A technique for mapping out the entire career
of employees from employment stage to
• It involves discovery, development, planned
employment and reemployment.
6. NEEDS FOR CAREER PLANNING
1. Attract competent person and retain them in the
2. Provide suitable promotional opportunities.
3. Map out careers of employees suitable to their ability and
their willingness to be trained and developed for higher
4. Ensure better utilization of managerial reserves within an
7. 5. Reduce employee dissatisfaction and turnover.
6. Improve employee morale and motivation by
matching their skills to job requirements.
7. Provide guidance and encouragement to
employees to fulfill their potential.
8. Achieve higher productivity and organization
8. CAREER MANAGEMENT
• Career management is the process through which
• Become aware of their own interests, values,
strengths and weaknesses.
• Obtain information about job opportunities.
• Identify career goals.
• Establish action plans to achieve career goals.
9. IMPORTANCE OF CAREER
• Any failure in motivating the employees to plan
their careers can result in:
-shortage in employees to fill open positions
-lower employment commitment
-inappropriate use of duties allocated for
training and development programs
10. Employees’ perspective:
- feeling of not being valued in the company
-being unable to find suitable employment
11. CAREER MANAGEMENT’S INFLUENCE ON
• Maximize career motivation.
• Career motivation refers to employees’ energy to
invest in their careers, their awareness of the
direction they want their career to take and their
ability to maintain energy and direction despite
barriers they may encounter.
12. Extent to which
employees are able to
cope with problems
that affect their work
1)How much employees
know about their
2)Awareness about how
these perceptions relate
to their career goals
Degree to which
employees define their
according to their work
Insight Career Identity
Three aspects of career motivation
13. A MODEL OF CAREER
• Career development is the process by which the
employees progress through a series of stages
• There are three models of career development;
- life cycle model
-directional pattern model
14. CAREER STAGES
• Four career stages:
15. EXPLORATION STAGE
• Individuals attempt to identify the type of work that
• After identify the type of work ,individuals can
pursuing the needed education or training.
• Exploration continue when the individual start a
16. ESTABLISHMENT STAGE
• Individuals find their place in the company
• Employees who have reached the establishment
stage are considered to be colleagues.
• There are less dependent on more experienced
employees than those in exploration stage
17. MAINTENANCE STAGE
• The individuals is considered with keeping skills up
• Employees can be valuable trainers or mentors for
• Employees may be asked to review or develop
company policies or goals
18. DISENGAGEMENT STAGE
• Individuals prepare for a change in the balance
between work and non-work activities.
• They may take on the role of sponsor
• Disengagement typically means to retire and
concentrate entirely on non-work activities
• Disengagement phase means gradual reduction in
19. CAREER MANAGEMENT
20. • A career management system helps employees,
managers and the identity career development
• Effective career management systems develop
employees who are more committed to the
company and also have a positive influence on
employee’s job performance.
22. SELF ASSESSMENT
• Refers to use of information by the employees to
determine their career interests, values aptitudes
and behavioral tendencies.
• Involves tests such as ,
Strong –Campbell Interest Inventory
Self Directed Search
23. REALITY CHECK
• Refers to information employees receive about how
the company evaluate their skills and knowledge and
where they fit into company’s plans.eg-potential
• This information is provided by the employee’s
manager as a part of perfomance appraisal.
24. GOAL SETTING
• In goal setting the employees develop short and
long term career objectives.
• These goals usually relate to desired positions,
level of skill application, work setting or skill
• The goals are discussed and written into a
development plan which includes description of
strengths and weaknesses, goals and
development activities to reach the goal.
25. ACTION PLANNING
• Employees determine how to achieve their long
and short term career goals.
• It involve enrolling in training courses and
seminars, conducting informational interviews or
applying for job openings within the company.