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Career Management


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  • 1. Career Planning & Development
  • 2. Career Planning & Development
    • Organizational Initiatives
    • 3. Employee Initiatives
  • Organizational Initiatives
    • A job posting system
    • 4. Career resource center
    • 5. Confidential Career Counseling
  • Organizational
    • Career development workshops
    • 6. Performance Management
    • 7. Goals
    • 8. Competencies
    • 9. Career pathing on intranet.
  • Job posting system
    • Open positions within the organization.
    • 10. Mail shots.
    • 11. Awareness sessions for pre-sales and system analysis.
    • 12. You can respond to announcements and postings of positions.
  • Career resource centers
    • A career resource center returns the responsibility of career development to the employee.
    • 13. Competency Library.
    • 14. Training Site.
    • 15. Training Calendar
  • Career resource centers
    • Develops career exploration and evaluation of competencies.
    • 16. Career development works only if employees accept responsibility for their own careers.
  • Career resource centers
    • Confidential Career counseling
  • Career development workshop
    • Encourage employees to take responsibilities for their careers.
    • 17. Orienting employees to career/life planning, a major component of career development.
  • 7. Performance appraisal
    • Performance appraisals are the tool to guide and direct future growth opportunities for employees.
    • 18. It enhances communications and understanding.
  • Career Path
    • Career path is the sequencing of work experiences, usually different job assignments, in order to provide employees with the opportunity to participate in many aspects of a professional area.
    • 19. For example, in order for a salesperson to move up the ladder to regional manager, it is important that he or she understand all aspects of the job.
  • Three Types of Career Path
  • 20. Individual Initiatives
    Career Planning
    Career Awareness
    Career Resource Center Utilization
    Interests, Values, and Competency Analysis
  • 21. 1. Career Planning
    • Setting individual career objectives
    • 22. Creatively developing activities that will achieve them.
    • 23. Career planning is a personal process:
    • 24. Broad life planning
    • 25. Development planning
    • 26. performance planning
  • 2. Career Awareness
    • Employees are ultimately responsible for the development of their own careers.
    • 27. Employees control decisions such as whether to remain in the organization, whether to accept specific occupational assignments, whether to perform at acceptable levels, and even whether to engage in personal growth activities through training or professional continuing education.
  • 2. Career Awareness
    • Employees should take advantage of that climate and be aware of the important components of career development.
    • 28. They need to construct plans that will enable them to accomplish their career goals, analyze potential career areas, and determine if they possess the skills, competencies, and knowledge necessary to be considered serious candidates for such positions.
  • 3. Career Resource Center
  • 29. 3. Career Resource Center
    • These materials increase the effectiveness and efficiency of career planning and provide employees with alternative approaches to career development.
  • Career Development workshop
    • Workshops and seminars seeks to address several basic questions:
    • 30. Where are you in your career and your life?
    • 31. What are your goals, interests, values, choices, and skills?
    • 32. Where do you want to be in your career in the future?
    • 33. What are your career options?
  • Career development workshop
    • What knowledge and skills do you need to attain your goals?
    • 34. How do you plan to gain knowledge and skills?
    • 35. Is your plan realistic? What are the obstacles? What obstacles are self-imposed?
    • 36. What is your commitment to developing your career?