Topics to be discussed
Compare employers’ traditional and career planningoriented HR focuses with case study.
Explain the employee’s manager’s and employer’s
career development roles.
Describe the issues to consider when making
Describe today career Management.
How can career development foster employee
The Basics of Career Management
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.
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
• 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
Solex Group of companies
Solex is a professional
company, enjoying high
marketing domestically and
internationally for years
with experienced staff.
Quality and service are
always the top concern of
Roles in Career Development
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.
Provide timely performance feedback.
Provide developmental assignments and support.
Participate in career development discussions.
Support employee development plans.
CAREER DEVELOPMENT QUESTIONARE:
Company Name: _________________________________________________________
•Do you work out on the skills and deficiencies of your Employees?
•What is your contribution in increasing the professional capabilities of your employees?
•Do you have a policy for assisting employees on personal issues that may affect their performance at work?
•Do you evaluate field employees on a regular basis?
•Do you find it necessary to communicate with the employees issues such as future work prospects, success and failure of the company?
•Do you have a pay-for-performance policy that rewards good performing employees?
•Does the organization have a new employee orientation program?
•Do you encourage your employees to give their opinions or suggestions on how their performance can be improved?
•Do you conduct surveys to compare how your compensation policies fair against your competitors’?
Job promotion Bases:
14. Do you have any retirement program in your organization?
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?
How would you define your work?
Is this job according to your taste
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?
How would you rate employee motivation in this company?
The working conditions in this organization?
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
Do you think this job is helping in your career and professional development?
What is your ideal job?
Career development in SoleX
(Functional assignment in each Deptt)
Regularly (PIM,ISO courses)
Identify Your Career Stage
Trial sub stage
Stabilization sub stage
Midcareer crisis sub stage
Example of Some Occupations that
May Typify Each Occupational
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
Autonomy and independence
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.
Choosing a Mentor
Choose an appropriate potential mentor.
Be sure that the mentor understands what
you expect in terms of time and advice.
Have an agenda.
Respect the mentor’s time.
The Employer’s Role in Career
Realistic job previews
Challenging first jobs
Networking and interactions
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.
Competitive pay packages & incentives.
Assist employees on personal issues.
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?
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
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.
Today Career Management and Employee
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.”
The point at which one gives up one’s work, usually between the ages of
60 and 65.
Explanation of Social Security benefits
Leisure time counseling
Financial and investment counseling
Counseling for second careers
Counseling for second careers inside the company
Finding the Right Job
Do Your Own Local Research
Executive Marketing Consultants
Employers’ Web Sites
Writing Your Résumé
Make Your Résumé Scannable
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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