Career planning and management(1)


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Career planning and management(1)

  2. 2. CAREER • According to Hall’s, a career refers to the individual sequence of attitudes and behavior associated with work related experiences and activities over the span of the person’s life.
  3. 3. Depending on: -Stage of career development -biological changes • Employees position • Job experiences • tasks A series of work related experiences CAREER Employees values needs & feelings CAREER WORK EXPERIENCE
  4. 4. • Four different meanings can be accepted to the concept of career:- • As advancement- sequence of promotion or upward moves in a company during the person’s work life • As profession- certain occupations which have a clear pattern of advancement. • A lifelong sequence of job • A lifelong sequence of role related experience
  5. 5. CAREER PLANNING • A systematic process by which one decides his/her career goals and the path to reach these goals. Organization point of view • A technique for mapping out the entire career of employees from employment stage to retirement stage. • It involves discovery, development, planned employment and reemployment.
  6. 6. NEEDS FOR CAREER PLANNING 1. Attract competent person and retain them in the organization. 2. Provide suitable promotional opportunities. 3. Map out careers of employees suitable to their ability and their willingness to be trained and developed for higher positions. 4. Ensure better utilization of managerial reserves within an organization.
  7. 7. 5. Reduce employee dissatisfaction and turnover. 6. Improve employee morale and motivation by matching their skills to job requirements. 7. Provide guidance and encouragement to employees to fulfill their potential. 8. Achieve higher productivity and organization development.
  8. 8. CAREER MANAGEMENT • Career management is the process through which employees • Become aware of their own interests, values, strengths and weaknesses. • Obtain information about job opportunities. • Identify career goals. • Establish action plans to achieve career goals.
  9. 9. IMPORTANCE OF CAREER MANAGEMENT Company’s perspective: • Any failure in motivating the employees to plan their careers can result in: -shortage in employees to fill open positions -lower employment commitment -inappropriate use of duties allocated for training and development programs
  10. 10. Employees’ perspective: -frustration - feeling of not being valued in the company -being unable to find suitable employment
  11. 11. CAREER MANAGEMENT’S INFLUENCE ON CAREER MOTIVATION • Maximize career motivation. • Career motivation refers to employees’ energy to invest in their careers, their awareness of the direction they want their career to take and their ability to maintain energy and direction despite barriers they may encounter.
  12. 12. Extent to which employees are able to cope with problems that affect their work It involves- 1)How much employees know about their interest, skills, strengths and weaknesses. 2)Awareness about how these perceptions relate to their career goals Degree to which employees define their personal values according to their work Career resilience Career Insight Career Identity Three aspects of career motivation
  13. 13. A MODEL OF CAREER DEVELOPMENT • Career development is the process by which the employees progress through a series of stages • There are three models of career development; - life cycle model -organization-based model -directional pattern model
  14. 14. CAREER STAGES • Four career stages: • Exploration • Establishment • Maintenance • disengagement
  15. 15. EXPLORATION STAGE • Individuals attempt to identify the type of work that interest them. • After identify the type of work ,individuals can pursuing the needed education or training. • Exploration continue when the individual start a new job.
  16. 16. ESTABLISHMENT STAGE • Individuals find their place in the company • Employees who have reached the establishment stage are considered to be colleagues. • There are less dependent on more experienced employees than those in exploration stage
  17. 17. MAINTENANCE STAGE • The individuals is considered with keeping skills up to date. • Employees can be valuable trainers or mentors for new employees. • Employees may be asked to review or develop company policies or goals
  18. 18. DISENGAGEMENT STAGE • Individuals prepare for a change in the balance between work and non-work activities. • They may take on the role of sponsor • Disengagement typically means to retire and concentrate entirely on non-work activities • Disengagement phase means gradual reduction in work hours
  20. 20. • A career management system helps employees, managers and the identity career development needs. • Effective career management systems develop employees who are more committed to the company and also have a positive influence on employee’s job performance.
  21. 21. FOUR COMPONENTS • Self-assessment • Reality check • Goal Setting • Action Planning
  22. 22. SELF ASSESSMENT • Refers to use of information by the employees to determine their career interests, values aptitudes and behavioral tendencies. • Involves tests such as , Strong –Campbell Interest Inventory Self Directed Search
  23. 23. REALITY CHECK • Refers to information employees receive about how the company evaluate their skills and knowledge and where they fit into company’s promotion opportunities • This information is provided by the employee’s manager as a part of perfomance appraisal.
  24. 24. GOAL SETTING • In goal setting the employees develop short and long term career objectives. • These goals usually relate to desired positions, level of skill application, work setting or skill application. • The goals are discussed and written into a development plan which includes description of strengths and weaknesses, goals and development activities to reach the goal.
  25. 25. ACTION PLANNING • Employees determine how to achieve their long and short term career goals. • It involve enrolling in training courses and seminars, conducting informational interviews or applying for job openings within the company.