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Career development and Role of Human Resources
Career development and Role of Human Resources
Career development and Role of Human Resources
Career development and Role of Human Resources
Career development and Role of Human Resources
Career development and Role of Human Resources
Career development and Role of Human Resources
Career development and Role of Human Resources
Career development and Role of Human Resources
Career development and Role of Human Resources
Career development and Role of Human Resources
Career development and Role of Human Resources
Career development and Role of Human Resources
Career development and Role of Human Resources
Career development and Role of Human Resources
Career development and Role of Human Resources
Career development and Role of Human Resources
Career development and Role of Human Resources
Career development and Role of Human Resources
Career development and Role of Human Resources
Career development and Role of Human Resources
Career development and Role of Human Resources
Career development and Role of Human Resources
Career development and Role of Human Resources
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Career development and Role of Human Resources

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Meaning of career, career development, Stages and the Role of Human Resources in Career Development

Meaning of career, career development, Stages and the Role of Human Resources in Career Development

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  • 1. MADHURI GOIDANI
  • 2. CONTENTS § Concept of Career Development § Career Management § Role of H.R in Career Management § Learning and Development Interventions § Increasing Customers
  • 3. CONTENTS § Career Goals § Declining Resources § Organizational Career Management § The Kaleidoscope Career Model § Increasing Customers §Career Path
  • 4. CONCEPT OF CAREER
  • 5. CONCEPT OF CAREER What is Career ? Career is a sequence of job and work related activities over a person’s life time. Career may be individual centered or organizational centered.
  • 6. HOW DO PEOPLE CHOOSE CAREER ?
  • 7. HOW DO PEOPLE CHOOSE CAREER ? ↑Interests ↑Self-image ↑Personality ↑Social backgrounds
  • 8. What is Career Development ? Career Development is on-going process by which individual’s progress through series of changes until they achieve their personnel level of maximum achievement.
  • 9. Components of Career Development  Career Planning  Career Management
  • 10. OBJECTIVES OF CAREER DEVELOPMENT To reduce employee attrition To optimum utilization of resources To make employees adaptable to changes To attract effective persons in organization To practice a balanced promotion from within policy To maintain harmonious industrial relations
  • 11. STAGES OF CAREER DEVELOPMENT MODEL
  • 12. STAGES OF CAREER DEVELOPMENT MODEL Exploration Establishment Mid Career Late Career Decline
  • 13. MOVING UP THE CAREER LADDER
  • 14. MOVING UP THE CAREER LADDER Career Need Assessment Career Opportunities Need-opportunity Alignment Monitoring Career Moves
  • 15. MOVING UP THE CAREER LADDER Put the Right Man At the Right Place Impart Training Sabbaticals Developing Career Paths
  • 16. CAREER DEVELOPMENT INITIATIVES • Provide workbooks and workshops • Provide career counseling • Career self-management training • Give developmental feedback CAREER DEVELOPMENT INITIATIVES • Provide workbooks and workshops • Provide career counseling • Career self-management training • Give developmental feedback HR’s ROLE IN CAREER DEVELOPMENT
  • 17. Gauge Employee Potential The Goal: Match Individual and Organization Needs THE GOAL: MATCHING • Encourage employee ownership of career • Create a supportive context • Communicate direction of company • Mutual goal setting and planning THE GOAL: MATCHING • Encourage employee ownership of career • Create a supportive context • Communicate direction of company • Mutual goal setting and planning HR’s ROLE IN CAREER DEVELOPMENT
  • 18. Gauge Employee Potential The Goal: Match Individual and Organization Needs GAUGE EMPLOYEE POTENTIAL • Measure competencies (appraisals) • Establish talent inventories • Establish succession plans • Use assessment centers GAUGE EMPLOYEE POTENTIAL • Measure competencies (appraisals) • Establish talent inventories • Establish succession plans • Use assessment centers HR’s ROLE IN CAREER DEVELOPMENT
  • 19. Gauge Employee Potential The Goal: Match Individual and Organization Needs OPPORTUNITIES & REQUIREMENTS • Identify future competency needs • Establish job progressions/career paths • Balance promotions, transfers, exits, etc • Establish dual career paths OPPORTUNITIES & REQUIREMENTS • Identify future competency needs • Establish job progressions/career paths • Balance promotions, transfers, exits, etc • Establish dual career paths HR’s ROLE IN CAREER DEVELOPMENT
  • 20. ISSUESIN DEVEOPMENT
  • 21. ISSUES IN CAREER DEVELOPMENT • Career Plateau – most likely during mid-career • Dual career paths – technical / professional vs. managerial • Skills obsolescence – continuous learning • Balancing work and family
  • 22. ISSUES IN CAREER DEVELOPMENT • Coping with job loss – provide outplacement services • Retirement – meet needs of older worker – pre-retirement socialization – early retirement programs
  • 23. THANK YOU…!!!

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