These Slides describes about the career management in an organization setting

1. Career management
• The deliberate process through which a
person becomes aware of personal career
related attributes and the lifelong series of
stages that contribute to his/her career
fulfillment.
• Internal career: Refers to the individual’s
subjective apprehension and evaluation of
career. E.g. general ambition of an
individual to go ahead.

2. • External career: refers to the more or less
objective description of official progression
steps through a given occupation.

3. Career stages
• Growth stage: birth to age 14 in which
influence of teachers, parents and friends
moulds the internal and external career
concepts.
• Exploration stage: between 15 to 24 in
which an individual externally develops
occupational images after learning from
books, movies, parents, schools, sports
and experiences.

4. • Establishment stage: early career which
24 to 44. in this stage, an individual
passes through different processes of
recruitment and selection, orientation and
socialization and job placement, leveling
off, transfer and/or promotion.

5. • Maintenance stage: between 45 and 65 is
crucial for both the organization and the
individual.
• Decline stage: This stage arrives as the
employee reaches the retirement age and
includes the steps such as a formal
preparation for retirement and retirement
rituals.

6. Need for career planning
• To increase managerial competence.
• To increase technical/functional
competence.
• Job security
• Creativity
• For retaining employees in the
organization

7. Objectives
• To integrate environmental demands and
personal concerns.
• To increase organizational performance.
• To enhance institutional/social wellbeing.

8. Process of career planning
• Self assessment by the employee.
• Exploring opportunities.
• Identification of occupational orientation
• Identification of career anchors (a syndrome of
self perceived talents, values and motives).
• Identification of high potential occupation.
• Setting career goals to meet the career issues.
• Setting career plans
• Implementing career plans.

9. Process of career development
• Improve manpower planning and forecasting
system.
• Improve the dissemination of career option
information.
• Initiate career counseling in connection with
performance
• Development of effective internal and external
assessment centers
• Support of educational training activities for all
levels of employees

10. • Job posting
• Special assignments and job rotation
• Career development workshops
• Sabbaticals, flexible working hours and
other off work activities
• Flexible rewards and promotional
systems.