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This presentation promotes expanded understanding of the manner in which employees perceive their careers and ways in which line managers, human resources managers, mentors, and career coaches can ...
This presentation promotes expanded understanding of the manner in which employees perceive their careers and ways in which line managers, human resources managers, mentors, and career coaches can conduct effective career conversations that offer benefits to both the individual employee and the employing organisation.
Nine types of career metaphor are introduced to stimulate thinking about how employees may tend to perceive and speak about their careers (Inkson).
Career drivers (Schein) are introduced as a means of highlighting that employees are motivated differently (i.e. they are seeking different blends of rewards from working).
The Denham Career Development Model is introduced briefly to highlight the career tasks that employees undertake across their careers, while working with their organisations.
Benefits of developing an organisational career development culture are then highlighted (CIPD).
Research undertaken (Hirsch et al) into who carries out effective career discussions with employees in organisations is then presented, together with the contexts/settings in which those effective career discussions took place. Positive behaviours demonstrated by those carrying out effective career conversations with employees are then highlighted, together with the positive impacts of those career discussions.
Tips for the consideration of organisations seeking to develop strong career development cultures are then provided.
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