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Presented by : Amit Kumar(MB72)
Anil Mishra(MB06)
Animesh(MB69)
Anirudh Kumar(MB77)1
 Progress or general course of action of a person in

some profession.
 Specific jobs that a person performs, the kinds ...
 A formal approach used by the firms to ensure that

people with proper qualifications and experience are
available when ...
 Roles of two parties are crucial in in career

development: employer, employee.
 Employer’s Role-

1) Proactive
2) Enco...
Employee’s Role

1) Assessing one’s own KSA’s.
2) Seek out information about career options.

3) Make use of development o...
 Career Planning Workshops
 Career Counselling
 Mentoring
 Sabbaticals

 Personal Development plans
 Career workbook...
 Explain Integration of Individual and Organizational

Needs
 Describe Conditions leading to success
 Discuss Matching ...
 Management Participation
 Provide top management support
 Provide collaboration between line managers and HR
managers
...
 Career Planning Workbooks
 Stimulate thinking about careers, strengths/limitations,
development needs
 Career Planning...
 Performance
 Exposure
 Networking
 Leveraging
 Loyalty to career

 Mentors
 Key subordinates
 Expandability

10
 Self assessment
 Individual counselling
 Information services
 Employee assessment programs
 Employee development pr...
Servicing the Career Development Needs
 Career Planning Workshops
 Career Planning Workbooks
 Career Counseling
 Devel...
 Transfers

 Promotions and Demotions/Termination
 Relocation Services
 Outplacement Services
 Development Opportunit...
STAGE 1: Preparation for Work
Typical Age Range: 0-25
Major Tasks: Develop occupational self-image, assess alternative
occ...
STAGE 4: Mid-career
Typical Age Range: 40-55
Major Tasks: Reappraise early career and early adulthood, reaffirm
or modify ...
 Career Counseling

 Training

 Career Pathing

 Job Posting

 Inventory Skills

 Promoting

 Transfers

 Lateral ...
17
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Career development ppt

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  • 2.as properly developed employees are better equipped to add value to themselves and to the company.3.Integrating career development with other HR programs creates synergies in which all aspects of HR reinforce one another.
  • Transcript of "Career development ppt"

    1. 1. Presented by : Amit Kumar(MB72) Anil Mishra(MB06) Animesh(MB69) Anirudh Kumar(MB77)1
    2. 2.  Progress or general course of action of a person in some profession.  Specific jobs that a person performs, the kinds of responsibilities and activities that comprise those jobs, movements and transitions between jobs. 2
    3. 3.  A formal approach used by the firms to ensure that people with proper qualifications and experience are available when needed.  Career development benefits both employees as well as organizations.  Organization needs to have career development programme and integrate the function with HR activities. 3
    4. 4.  Roles of two parties are crucial in in career development: employer, employee.  Employer’s Role- 1) Proactive 2) Encourage 3) Reward 4) Enlighten 4
    5. 5. Employee’s Role 1) Assessing one’s own KSA’s. 2) Seek out information about career options. 3) Make use of development opportunities provided in organization 4)Establish goals and plans. 5) Accepts that career planning and developments are one’s own responsibility 5
    6. 6.  Career Planning Workshops  Career Counselling  Mentoring  Sabbaticals  Personal Development plans  Career workbooks 6
    7. 7.  Explain Integration of Individual and Organizational Needs  Describe Conditions leading to success  Discuss Matching Jobs with Individual’s Desires  Describe Methods used in C.D. 7
    8. 8.  Management Participation  Provide top management support  Provide collaboration between line managers and HR managers  Train managerial personnel  Setting Goals  Plan human resources strategy  Changing HR Policies  Provide for job rotation  Provide outplacement service  Announcing Program  Explain its philosophy 8
    9. 9.  Career Planning Workbooks  Stimulate thinking about careers, strengths/limitations, development needs  Career Planning Workshops  Discuss and compare attitudes, concerns, plans  Career Counseling  Discuss job, career interests, goals  Web-based Career Development  Products, services, and confidentiality 9
    10. 10.  Performance  Exposure  Networking  Leveraging  Loyalty to career  Mentors  Key subordinates  Expandability 10
    11. 11.  Self assessment  Individual counselling  Information services  Employee assessment programs  Employee development programs 11
    12. 12. Servicing the Career Development Needs  Career Planning Workshops  Career Planning Workbooks  Career Counseling  Development Testing for Employees  Extensive Web-Based Products/Services 12
    13. 13.  Transfers  Promotions and Demotions/Termination  Relocation Services  Outplacement Services  Development Opportunity Announcements 13
    14. 14. STAGE 1: Preparation for Work Typical Age Range: 0-25 Major Tasks: Develop occupational self-image, assess alternative occupations, develop initial occupational choice, pursue necessary education. STAGE 2: Organizational Entry Typical Age Range: 18-25 Major Tasks: Obtain job offer(s) from desired organization(s), select appropriate job based on accurate info. STAGE 3: Early Career Typical Age Range: 25-40 Major Tasks: Learn job, learn organizational rules and norms, fit into chosen occupation and organization, increase competence, pursue goals.
    15. 15. STAGE 4: Mid-career Typical Age Range: 40-55 Major Tasks: Reappraise early career and early adulthood, reaffirm or modify goals, make choices appropriate to middle adult years, remain productive in work. STAGE 5: Late Career Typical Age Range: 55-retirement Major Tasks: Remain productive in work, maintain self-esteem, prepare for effective retirement.
    16. 16.  Career Counseling  Training  Career Pathing  Job Posting  Inventory Skills  Promoting  Transfers  Lateral Development 16
    17. 17. 17
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