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Managing Careers
By
Mr. Muhammad Abdullah
Topics to be discussed
1.

Compare employers’ traditional and career planningoriented HR focuses with case study.

2.

Exp...
The Basics of Career Management
• Career
The occupational positions a person has had over many years.
A sequence of positi...
The Basics of Career Management
• Career planning
The deliberate process through which someone
becomes aware of personal
s...
Solex Group of companies
Solex is a professional
company, enjoying high
reputation pesticides
marketing domestically and
i...
Traditional Versus Career Development Focus
Employee Career
Development Plan
Roles in Career Development
The Organization

The Individual


Accept responsibility for your own career.



Communicate...
CAREER DEVELOPMENT QUESTIONARE:
Company Name: _________________________________________________________
Business Nature:
M...
13.

Job promotion Bases:
Seniority
Competency
Other
__________________ __________________________________________________...
How would you define your work?
Individual Career
Is this job according to your taste
Development Questionaire
and abiliti...
Career development in SoleX
Information
(Company Mission,Vision,Polices,Procedures)

Orientation
(Functional assignment ...
Identify Your Career Stage
Growth stage
Exploration stage
Establishment stage
Trial sub stage
Stabilization sub stage...
Identify Your Occupational Orientation
Realistic orientation

Investigative orientation
Social orientation

Convention...
Choosing an Occupational Orientation
Example of Some Occupations that
May Typify Each Occupational
Theme
Identify Your Career Anchors
• Career anchor
A concern or value that a person you will not give up if a
choice has to be m...
Case Study
He was a Seed dealer in sabzi Mandi.

He had 3 employees when he started his business in 1995.
Now he is a C...
Choosing a Mentor
Choose an appropriate potential mentor.

Employer’s encouragement
Be sure that the mentor understands...
The Employer’s Role in Career
Development
Realistic job previews

Challenging first jobs
Career-oriented appraisals

J...
Employer role in SoleX
 Training need Assessment.
 Training, tours, and different courses offered.
 Provide target orie...
Managing Promotions
Making promotion decisions
Decision 1: Is Seniority or Competence the Rule?
Decision 2: How Should We ...
Managing Transfers
Employees’ reasons for desiring transfers
Personal enrichment and growth
More interesting jobs
Great...
Today Career Management and Employee
Commitment
The “New Psychological Contract”
Old contract: “Do your best and be loyal ...
Retirement
The point at which one gives up one’s work, usually between the ages of
60 and 65.

Preretirement practices:
 ...
Sample
Performance
Review
Development
Plan
Finding the Right Job
 Do Your Own Local Research
 Personal Contacts
 Answering Advertisements
 Employment Agencies
 ...
Writing Your Résumé
Introductory Information

Job Objective
Job Scope
Your Accomplishments
Length
Personal Data

Ma...
Handling the Interview
 Prepare, Prepare, Prepare

 Uncover the Interviewer’s Needs
 Relate Yourself to the Person’s Ne...
Career development
Career development
Career development
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Career development

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A brief report on Career development in Solex Chemicals

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  • Transcript of "Career development"

    1. 1. Managing Careers By Mr. Muhammad Abdullah
    2. 2. Topics to be discussed 1. Compare employers’ traditional and career planningoriented HR focuses with case study. 2. Explain the employee’s manager’s and employer’s career development roles. 3. Describe the issues to consider when making promotion decisions. 4. 5. Describe today career Management. How can career development foster employee commitment?
    3. 3. The Basics of Career Management • Career The occupational positions a person has had over many years. A sequence of positions held by a person during his or her lifetime. • Career management The process for enabling employees to better understand and develop their career skills and interests, and to use these skills and interests more effectively. • Career development The lifelong series of activities that contribute to a person’s career exploration, establishment, success, and fulfillment.
    4. 4. The Basics of Career Management • Career planning The deliberate process through which someone becomes aware of personal skills, interests, knowledge, motivations, and other characteristics; and establishes action plans to attain specific goals. • Careers today  Careers are no simple progressions of employment in one or two firms with a single profession. Employees now want to exchange performance for training, learning, and development that keep them marketable.
    5. 5. Solex Group of companies Solex is a professional company, enjoying high reputation pesticides marketing domestically and internationally for years with experienced staff. Quality and service are always the top concern of Solex Group.
    6. 6. Traditional Versus Career Development Focus
    7. 7. Employee Career Development Plan
    8. 8. Roles in Career Development The Organization The Individual  Accept responsibility for your own career.  Communicate mission, policies, and procedures.  Assess your interests, skills, and values.  Provide training and development opportunities.  Seek out career information and resources.  Provide career information and career programs.  Establish goals and career plans.  Offer a variety of career options.  Utilize development opportunities.  Talk with your manager about your career.  Follow through on realistic career plans. The Manager  Provide timely performance feedback.  Provide developmental assignments and support.  Participate in career development discussions.  Support employee development plans.
    9. 9. CAREER DEVELOPMENT QUESTIONARE: Company Name: _________________________________________________________ Business Nature: Manufacturing Service Merchandising Others _______ •Do you work out on the skills and deficiencies of your Employees? Yes No ______________________________________________________________________ •What is your contribution in increasing the professional capabilities of your employees? Yes No _____________________________________________________________________ •Do you have a policy for assisting employees on personal issues that may affect their performance at work? Yes No _____________________________________________________________________ •Do you evaluate field employees on a regular basis? Yes No _____________________________________________________________________ •Do you find it necessary to communicate with the employees issues such as future work prospects, success and failure of the company? Yes No _____________________________________________________________________ •Do you have a pay-for-performance policy that rewards good performing employees? Yes No _____________________________________________________________________ •Does the organization have a new employee orientation program? Yes No _____________________________________________________________________ •Do you encourage your employees to give their opinions or suggestions on how their performance can be improved? Yes No _____________________________________________________________________ •Do you conduct surveys to compare how your compensation policies fair against your competitors’? Yes No __________________________________________________________________
    10. 10. 13. Job promotion Bases: Seniority Competency Other __________________ ______________________________________________________________ 14. Do you have any retirement program in your organization? Yes No _____________________________________________________________________________ 15. How would you rate employee motivation in this organization? (1-99%) ___________________________________________________________________________ 16. What measures would you take to enhance employee motivation? ________________________________________________________________________________________ ________________________________________________________________ 17. How would you set up HR strategy? ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ 18. How would you measure the performance/competency of staff? ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________
    11. 11. How would you define your work? Individual Career Is this job according to your taste Development Questionaire and abilities? What career plans and goals do you have? Do you get any training program before starting your job? In order to increase your professional Capabilities is company arranging training programs? How would you rate your team working skills? Excellent Average Below average How would you rate employee motivation in this company? Above average average below average The working conditions in this organization? Excellent Average Below average What is your mode of working? •At my own pace just as I meet targets •Within set times and deadlines •In a group •Other (specify) ____________ What is your ideal working environment? •Organized, calm and serene •Work best in chaos •Interesting Do you think this job is helping in your career and professional development? ____________________________________________________________________________________________________ ____________________________________________________________________________________________________ What is your ideal job? ____________________________________________________________________________________________________ ____________________________________________________________________________________________________
    12. 12. Career development in SoleX Information (Company Mission,Vision,Polices,Procedures) Orientation (Functional assignment in each Deptt) Training sessions Regularly (PIM,ISO courses)
    13. 13. Identify Your Career Stage Growth stage Exploration stage Establishment stage Trial sub stage Stabilization sub stage Midcareer crisis sub stage Maintenance Stage Decline Stage
    14. 14. Identify Your Occupational Orientation Realistic orientation Investigative orientation Social orientation Conventional orientation Enterprising orientation Artistic orientation
    15. 15. Choosing an Occupational Orientation
    16. 16. Example of Some Occupations that May Typify Each Occupational Theme
    17. 17. Identify Your Career Anchors • Career anchor A concern or value that a person you will not give up if a choice has to be made. • Typical career anchors Technical/functional competence Managerial competence Creativity Autonomy and independence Security
    18. 18. Case Study He was a Seed dealer in sabzi Mandi. He had 3 employees when he started his business in 1995. Now he is a CEO of a group of companies. Chairman Pakistan Crop Protection Association. Sale is above 1500 million per year. Having 190+ vehicles. 300+ employees.
    19. 19. Choosing a Mentor Choose an appropriate potential mentor. Employer’s encouragement Be sure that the mentor understands what you expect in terms of time and advice. Have an agenda. Respect the mentor’s time.
    20. 20. The Employer’s Role in Career Development Realistic job previews Challenging first jobs Career-oriented appraisals Job rotation Mentoring Networking and interactions
    21. 21. Employer role in SoleX  Training need Assessment.  Training, tours, and different courses offered.  Provide target oriented and challenging job at all levels.  Evaluation of employee’s performance on regular bases.  Management by Objective.  Reviewing meetings.  Job rotation.  Competitive pay packages & incentives.  Assist employees on personal issues.
    22. 22. Managing Promotions Making promotion decisions Decision 1: Is Seniority or Competence the Rule? Decision 2: How Should We Measure Competence? Decision 3: Is the Process Formal or Informal? Decision 4: Vertical, Horizontal, or Other?
    23. 23. Managing Transfers Employees’ reasons for desiring transfers Personal enrichment and growth More interesting jobs Greater convenience (better hours, location) Greater advancement possibilities Employers’ reasons for transferring employees To vacate a position where an employee is no longer needed. To fill a position where an employee is needed. To find a better fit for an employee within the firm. To boost productivity by consolidating positions.
    24. 24. Today Career Management and Employee Commitment The “New Psychological Contract” Old contract: “Do your best and be loyal to us, and we’ll take care of your career.” New contract: “Do your best for us and be loyal to us for as long as you’re here, and we’ll provide you with the developmental opportunities you’ll need to move on and have a successful career.”
    25. 25. Retirement The point at which one gives up one’s work, usually between the ages of 60 and 65. Preretirement practices:  Explanation of Social Security benefits  Leisure time counseling  Financial and investment counseling  Health counseling  Psychological counseling  Counseling for second careers  Counseling for second careers inside the company
    26. 26. Sample Performance Review Development Plan
    27. 27. Finding the Right Job  Do Your Own Local Research  Personal Contacts  Answering Advertisements  Employment Agencies  Executive Recruiters  Career Counselors  Executive Marketing Consultants  Employers’ Web Sites
    28. 28. Writing Your Résumé Introductory Information Job Objective Job Scope Your Accomplishments Length Personal Data Make Your Résumé Scannable
    29. 29. Handling the Interview  Prepare, Prepare, Prepare  Uncover the Interviewer’s Needs  Relate Yourself to the Person’s Needs  Think Before Answering  Make a Good Appearance and Show Enthusiasm
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