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Order 25448245

  1. 1. Career Planning and Development Topics Institution: Course: Date:
  2. 2. Career Development • The business world is increasingly becoming competitive • Employees could work in any part of the world • Employers need the best employees to advance their organization goals • According to Antoniu (2010) employee turnover is very expensive
  3. 3. The Role of Human Resource Management in Career Planning • Noe et al (2008) notes that managers should advise employees on career development • Identifying employees’ needs • Determining their aspirations • Identifying opportunities for individual employees • Developing human resource plans for developing the careers • Evaluating results from career development
  4. 4. The Role of Employees in Career Planning • Learning their abilities and aspirations • Developing new skills in their work environments • Being ready to train and advance their careers • Understanding the available opportunities • Learning from colleagues • Engaging relevant managers to learn emerging opportunities
  5. 5. Career Planning and Development • Zlate (2004) notes that it is one of the best ways of improving performance • Each is employee is important in the organization • Give each employee an opportunity to grow • Allow training and refresher courses to enhance performance • Develop training personnel for all levels of employees
  6. 6. Contribution of Career Development • Increases morale among employees • The overall performance of the organization increases • Reduces employees turnover • Saves money for the company • Increases customer satisfaction • Reduces employee redundancy (George & Jones, 2007).
  7. 7. Employee Satisfaction • Develop a definite reward scheme for employees • Adhere to the scheme at all times • Reward every performing employee • Employees work hard when they know they would advance their careers • Encourage employees through organizing meetings (Chartered Institute of Personnel and Development – CIPD, 2005).
  8. 8. Each employee is important • Ensure that all employee understand what they mean for the organization • Never show biasness when promoting • Define the roles of each employee • Set goals for employee with deadlines
  9. 9. Career Planning Model • Identify individual aspirations and needs • Counseling and assessment • Individual efforts towards development • Setting a career path • Identifying organizational opportunities and needs • Popescu (2008) reveals the need to provide career information • Constructing development and training programs
  10. 10. Issues to consider in career planning • Employees are individuals who have unique skills, desires, and needs • Organization that value employee aspirations motivate individuals • Encouraging and guiding employees aids in developing, changing ,or discovering new courses • Employees are willing to take new challenges
  11. 11. Career Counseling for all Employees • Manolescu (2003) points out the importance of engaging professionals such as psycho sociologists • The professional should be aware of both organizational and individual needs • Organize meetings where each employee should attend • The activity should be a formal activity for HR
  12. 12. Responsibility of organizations in Career Counseling • According to Zeus (2008) managers should advertise all available opportunities openly • Giving existing employees an added advantage • Encouraging existing employees to apply • Choosing the best among the employees • Rewarding employees according to the performance • Eliminating biasness
  13. 13. The system of organizational career planning • A fixed trajectory is not viable • This is because of changes happening in the business world • The system should be dynamic • Careers are shorter and unpredictable • Employees need job security • People change jobs during their working days
  14. 14. Organization advantages for career planning systems • Saves time that could be spent looking for replacement • Employees have an opportunity to work in satisfying jobs thus increasing productivity • Identifies employees who posses managerial qualities • Reduces costs in revenue that could have spent on training new employees
  15. 15. Career management system’s components • Self assessment for setting goals among employees • Reality check helps employees in learning how the organization assesses skills • Setting goals among individual employees • Planning activities to understand how to achieve their goals
  16. 16. Employees should • According to Noe et al (2008) they should understand the economic standpoint of their careers • Identify their psychological needs • Realize the importance of job security • Know their strengths and weaknesses • Interact with different employees from other sectors
  17. 17. The role of organization • Organizing seminars for all employees • Developing information systems and careers centers • Developing guides for career planning • Giving career paths and directions to all employees • Ensure that employees and managers use career planning systems appropriately (Mathis et al, 1997).
  18. 18. Managers role • Provide employees with development opportunities, training courses and job vacancies • Agree with employees on career development • Identify resources that would help the employees • Know the employees’ strengths and weaknesses • Assist employees in improving on their weaknesses
  19. 19. Why support career development • Helps employees in creating tangible career development targets • Skill development leads to utilizing learning opportunities • Increases self confidence among employees • Helps in matching organizational and individual goals • It is cost effective (Otte & Hutcheson, 1992).
  20. 20. How to aid career development • Holding discussion with employees annually • Holding supervisors accountable for career development in any department • Develop skills through coaching, internships, job rotation, mentoring, and cross-training • Allow flexible working arrangements for the staff (Chartered Institute of Personnel and Development – CIPD, 2005).
  21. 21. Conclusion • Career development is very important • It increases employee’s productivity • Cuts costs through reducing employee turnover and redundancy • Increases customer satisfaction because of improved services • Aids in retaining the best personnel in all departments
  22. 22. References • Antoniu, E. (2010)."Career Planning Process And Its Role In Human Resource Development."Annals of the University of Petroşani, Economics, 10(2): 13-22. • George, M. J. & Jones, R.G. (2007) Understanding and Managing Organizational Behavior. London: Prentice Hall/Pearson Publishing House, p. 266 • Manolescu, A. (2003) Human Resource Management, 4th Edition, The Economic. New York: Publishing House, p.332 • Mathis, R.L. et al. (1997) Human Resource Management. Bucharest: The Economic Publishing House, p.141 • Noe, A.R., Hollenbeck, R.J., Wright, P. & Gerhart, B. (2008) Fundamentals of Human Resource Management. London: McGraw Hill Company, p.428 • Otte, F.L. & Hutcheson, P.G. (1992) Helping Employees Manage Careers. Englewood Cliffs: Prentice Hall, pp.57-58
  23. 23. References (cont’d) • Popescu N. A. (2003). “Planning and career management in organizations.” Journal of Organizational Psychology, 3(4) • Zeus, P.; Skiffington, S. (2008) Coaching in organizations - A complete Guide. London: Codecs Publishing House, Bucarest, pp.101-103 • Zlate, M. (2004) A dissertation regarding the managerial and organizational psychology. New York: Polirom Publishing House, Iaşi, p. 377 • Chartered Institute of Personnel and Development - CIPD (2005) Career management (a guide), University of Reading Business School. Retrieved 02 May 2014 from http://www.cipd.co.uk/subjects/lrnanddev/careermand/Cr rmngmntGd.htm

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