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Managing CareerPresented by Sugiharto, SH. MM
Focus On This Chapter         Mahasiswa mampu membandingkan antara         metode tradisional dan perencanaan karir       ...
Managing CareerCAREER DEFINITIONs          The series of work-related positions a          person occupies through life Ca...
Managing CareerBASIC CAREER MANAGEMENT Organization-           Focuses on jobs                                            ...
Managing CareerBASIC CAREER MANAGEMENT   The process for Develop their career skills use these skills          enabling   ...
Managing CareerBASIC CAREER MANAGEMENT      Career Planning               Personal skills      The deliberate process     ...
Managing Career      Career TODAY’sCareers are no simple progressions ofemployment in one or two firms with a          sin...
Managing Career                  TUGAS INDIVIDU              Buatlah Slide Powerpoint                    (max 5 slides)   ...
The PERSPECTIVESOrganizational vs. Individual Career Planning                 Organizational                              ...
Career ManagementFor Individuals   Career                 Feedback on Reality management              © HRM 03 Created by ...
How People Choose Career                    Interest    Social                 Career Choice   Self – image    background ...
Roles in Career DevelopmentPosisi yang Mempengaruhi Pengembangan Karir   The Individual          Accept responsibility for...
The Manager                                              Provide timely performance                                       ...
The Organization                                        Communicate mission, policies, and                                ...
The Employer’s Roles in Career DevelopmentPeran Atasan dalam Pengembangan Karir       Realistic job previews       Challen...
GENERAL CAREERsecara UmumPeriode Perkembangan Karir                           PERIODS        Early Careers                ...
GENERAL CAREERsecara UmumPeriode Perkembangan Karir                           PERIODS       Mid – Careers                 ...
GENERAL CAREERsecara UmumPeriode Perkembangan Karir                           PERIODS       Late – Careers                ...
GENERAL CAREERsecara UmumPeriode Perkembangan Karir                           PERIODS         Careers end                 ...
PORTABLE CAREER PATHSGAMBARAN RINGKAS PERJALANAN KARIR   Beginning      Spend      Expanding     several          Begin   ...
PORTABLE CAREER PATHSGAMBARAN RINGKAS PERJALANAN KARIR                                               Division Manager     ...
THE Perspectives                   © HRM 03 Created by Sugiharto, SH.MM 2012
A collection of                                                          instruments and                                  ...
Understand                   Learn specific                                                              information      ...
Formulate HR plans                                                 Identify necessary capabilities                        ...
CREATE Or BUY                                                        DevelopingRe-Development   HR Development            ...
MAKING                                          PROMOTION                                          DECISIONS              ...
Employers’ reasons for                                   transferring employees    Employees’ reasons for                 ...
Having few people of color Peningkatan Keberagaman melalui                  employed in the hiring Pengelolaan Karir      ...
Eliminate institutional barriers     Improve networking and           mentoring   Improve of high-visibility       assignm...
Do your best and                                      be loyal to us, and                                       we’ll take...
CAREER DEVELOPMENT                        PROGRAMS                    Career workshops that use                     vocati...
The point at which one gives up one’s work,usually between the ages of 60 and 65Pre-retirement practicesExplanation of Soc...
THANK YOU     For LISTENING          HRM DAY V          Presented by        Sugiharto, SH. MM         Re-programmed     Pr...
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Hrm chapter career dev

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developing the organization means developing someone career, these slides explain about how to develop employees career in the organization (ugik sugiharto, GBS)

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Transcript of "Hrm chapter career dev"

  1. 1. Managing CareerPresented by Sugiharto, SH. MM
  2. 2. Focus On This Chapter Mahasiswa mampu membandingkan antara metode tradisional dan perencanaan karir yang berorientasi kepada SDM Mampu menjelaskan peran pengembangan karir baik bagi karyawan maupun manajernya. Mampu menjelaskan dasar pertimbangan dalam melakukan pengambilan keputusan Mampu menjelaskan metode untuk peningkatan keberagaman melalui manajemen karir. © HRM 03 Created by Sugiharto, SH.MM 2012
  3. 3. Managing CareerCAREER DEFINITIONs The series of work-related positions a person occupies through life Career The occupational positions a person has had over many years by Gary Dressler © HRM 03 Created by Sugiharto, SH.MM 2012
  4. 4. Managing CareerBASIC CAREER MANAGEMENT Organization- Focuses on jobs Merupakan kemajuan logis Centered bagi karyawan antara Career pekerjaan dan organisasinya identifying career paths Planning Individual- Focuses on individuals’ careers Centered rather than in organizational Career needs Planning © HRM 03 Created by Sugiharto, SH.MM 2012
  5. 5. Managing CareerBASIC CAREER MANAGEMENT The process for Develop their career skills use these skills enabling and interestsemployees to better Develop their interest more effectively understand and Careers development © HRM 03 Created by Sugiharto, SH.MM 2012
  6. 6. Managing CareerBASIC CAREER MANAGEMENT Career Planning Personal skills The deliberate process Personal interest through which someone Establish becomes aware of … Personal knowledge Action Plan Personal motivation To Attain Specific Goals © HRM 03 Created by Sugiharto, SH.MM 2012
  7. 7. Managing Career Career TODAY’sCareers are no simple progressions ofemployment in one or two firms with a single profession Employees now want to exchange performance for training, learning, and development that keep them marketable HUMAN RESOURCE MANAGEMENT CLASS © HRM 03 Created by Sugiharto, SH.MM 2012
  8. 8. Managing Career TUGAS INDIVIDU Buatlah Slide Powerpoint (max 5 slides) yang membahas perbedaan pengelolaan karir di organisasi bisnis antara Tradisional dan organisasi yang berfokus kepada pengembangan karir, waktu 1 minggu dari sekarang, sent to: ugikhot@hotmail.com Dengan judul ‘tugas HRM’ © HRM 03 Created by Sugiharto, SH.MM 2012
  9. 9. The PERSPECTIVESOrganizational vs. Individual Career Planning Organizational Individual perspective perspective Identify future organizational Identify personal abilities and staffing needs interest Plan career ladders Plan life and work goals Assess individual potential Assess alternatives paths and training needs A Person’s inside and outside the Career organization To match organizational Karir seseorang needs with individual abilities Note # perubahan minat dan tujuan adalah merupakan tahap Audit and develop a career perubahan karir dan system for the organization kehidupannya © HRM 03 Created by Sugiharto, SH.MM 2012
  10. 10. Career ManagementFor Individuals Career Feedback on Reality management © HRM 03 Created by Sugiharto, SH.MM 2012
  11. 11. How People Choose Career Interest Social Career Choice Self – image background Personality © HRM 03 Created by Sugiharto, SH.MM 2012
  12. 12. Roles in Career DevelopmentPosisi yang Mempengaruhi Pengembangan Karir The Individual Accept responsibility for your own career Assess your interests, skills, and values. Seek out career information and resources Establish goals and career plans Utilize development opportunities Talk with your manager about your career Follow through on realistic career plans © HRM 03 Created by Sugiharto, SH.MM 2012
  13. 13. The Manager Provide timely performance feedback Provide developmental assignments and support Participate in career development discussions Support employee development plansRoles in Career DevelopmentPosisi yang Mempengaruhi Pengembangan Karir © HRM 03 Created by Sugiharto, SH.MM 2012
  14. 14. The Organization Communicate mission, policies, and procedures Provide training and development opportunities Provide career information and career programs Offer a variety of career optionsRoles in Career DevelopmentPosisi yang Mempengaruhi Pengembangan Karir © HRM 03 Created by Sugiharto, SH.MM 2012
  15. 15. The Employer’s Roles in Career DevelopmentPeran Atasan dalam Pengembangan Karir Realistic job previews Challenging first jobs Career-oriented appraisals Job rotation Mentoring Networking Interaction © HRM 03 Created by Sugiharto, SH.MM 2012
  16. 16. GENERAL CAREERsecara UmumPeriode Perkembangan Karir PERIODS Early Careers External rewards, Concerns acquiring abilities20 years age of Group Identifying interest, Needs exploring several jobs © HRM 03 Created by Sugiharto, SH.MM 2012
  17. 17. GENERAL CAREERsecara UmumPeriode Perkembangan Karir PERIODS Mid – Careers Values, contribution, Concerns integrity, well being 30 - 40 years age of Group Advancing in career, lifestyle may limit Needs options, growth, contribution © HRM 03 Created by Sugiharto, SH.MM 2012
  18. 18. GENERAL CAREERsecara UmumPeriode Perkembangan Karir PERIODS Late – Careers Mentoring, Concerns disengaging,50 years age of Group organization Updating skills, settled continuance Needs in, leader, opinion valued © HRM 03 Created by Sugiharto, SH.MM 2012
  19. 19. GENERAL CAREERsecara UmumPeriode Perkembangan Karir PERIODS Careers end Retirement, Concerns part – time 60 - 70 years age of employment Group Planning for retirement, Needs examining non-work interest © HRM 03 Created by Sugiharto, SH.MM 2012
  20. 20. PORTABLE CAREER PATHSGAMBARAN RINGKAS PERJALANAN KARIR Beginning Spend Expanding several Begin Changing years at networking Mid - career large Change to develop industries, Toward End ofcompany to broader Refresh learn skills or go to skills; go Career skills and work for and build make back to Move to network smaller contacts; school; gain appealing companies; establish experience in projects as a start a good non-profit temporary company reputation organization employee © HRM 03 Created by Sugiharto, SH.MM 2012
  21. 21. PORTABLE CAREER PATHSGAMBARAN RINGKAS PERJALANAN KARIR Division Manager District manager Unit manager Assistant Manager Management trainee Entry Level © HRM 03 Created by Sugiharto, SH.MM 2012
  22. 22. THE Perspectives © HRM 03 Created by Sugiharto, SH.MM 2012
  23. 23. A collection of instruments and exercises designed to diagnose Development individuals’ development Efforts to improve needsemployees’ ability tohandle a variety of a variety of Assessment Developing needs Analysis Centers assignments Intent is to identify management potential in participants © HRM 03 Created by Sugiharto, SH.MM 2012
  24. 24. Understand Learn specific information behaviors and concepts and actions; Focus context; develop demonstrate judgment; expand techniques and capacities for process assignments Time Frame Longer term Short term Qualified people Performance available when appraisals, cost needed; possible benefit analysis, Effectiveness measures promotion from passing test or within; HR-based certification competitive advantageSource: © 2002 Southwestern College Publishing. © HRM 03 Created by Sugiharto, SH.MM 2012
  25. 25. Formulate HR plans Identify necessary capabilities Carry out succession Planning Assess development needs Conduct development planning: organizational & individual Determine development approaches: Job site & Off site Evaluate Development SuccessSource © 2002 Southwestern College Publishing.
  26. 26. CREATE Or BUY DevelopingRe-Development HR Development Specific Capabilities Lifelong Learning SOURCE © 2002 Southwestern College Publishing.
  27. 27. 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?Source © 2005 Prentice Hall Inc. © HRM 03 Created by Sugiharto, SH.MM 2012
  28. 28. Employers’ reasons for transferring employees Employees’ reasons for To vacate a position desiring transfers where an employee is no longer needed Personal enrichment and growth To fill a position where an employee is More interesting jobs needed. Greater convenience (better hours, location) To find a better fit for an employee within the Greater advancement firm. possibilities To boost productivity by consolidating positionsSource © 2005 Prentice Hall Inc. © HRM 03 Created by Sugiharto, SH.MM 2012
  29. 29. Having few people of color Peningkatan Keberagaman melalui employed in the hiring Pengelolaan Karir department Sources of bias and discrimination The informal friendships in promotion decisions A lack of women mentors A lack of high-visibility assignments and developmental experiences A lack of company role models for members of the same racial or ethnic group Inflexible organizations and career tracksSource © 2005 Prentice Hall Inc. © HRM 03 Created by Sugiharto, SH.MM 2012
  30. 30. Eliminate institutional barriers Improve networking and mentoring Improve of high-visibility assignments and developmental experiencesInstitute flexible schedules and career tracks Source © 2005 Prentice Hall Inc. © HRM 03 Created by Sugiharto, SH.MM 2012
  31. 31. Do your best and be loyal to us, and we’ll take care of your career THE Old 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 THE NEW Contractdevelopmental opportunities you’ll need to move on and have a successful career © HRM 03 Created by Sugiharto, SH.MM 2012
  32. 32. CAREER DEVELOPMENT PROGRAMS Career workshops that use vocational guidance tools (including a computerized skills assessment program and other career gap analysis Commitment- tools) to help employeesoriented career identify career-related skills development and the development needs they possess efforts CAREER ORIENTED APPRAISAL Provide the ideal occasion to link the employee’s performance, career interests, and developmental needs into a coherent career plan. © HRM 03 Created by Sugiharto, SH.MM 2012
  33. 33. The point at which one gives up one’s work,usually between the ages of 60 and 65Pre-retirement practicesExplanation of Social Security benefits LEISURE time counseling Financial Investment counseling Health Counseling Psychological Counseling Second careers counseling © HRM 03 Created by Sugiharto, SH.MM 2012
  34. 34. THANK YOU For LISTENING HRM DAY V Presented by Sugiharto, SH. MM Re-programmed Presentation created by ugik013 Presentation Pro Images provided by Corbis Personal collections Fotosearch.com Closing theme performed by The Coors E-mail: ugik013@yahoo.comsugiharto@gicibusinessschool.ac.id STIE GICI Business School © 2012 © HRM 03 Created by Sugiharto, SH.MM 2012

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