This is a presentation about "Career Development" which is a main concept in "Training and Development". Contents have been referred from "Training and Development" by Raymond A Noe

1. CAREER DEVELOPMENT
AND CAREER
MANAGEMENT
PRESENTED BY
1) BADRINATH K S
2) RENGARAJ ESWAR
3) PRASHANTH M

2. WHAT IS A CAREER?
 According to Hall’s definition of Careers,
◦ “Career refers to the individual sequence of
attitudes and behavior associated with work
related experience and activities over the span
of the person’s professional life”

3. OBJECTIVES:-
 Identify the reasons why companies should help
employees manage their careers.
 Discuss the protean career and how it differs from the
traditional career.
 Explain the development tasks and activities in the
career development process.
 Design a career management system.
 Discuss the role of the web in career management.
 Effectively perform the manager’s role in career
management.

4. INTRODUCTION:-
 Career development is important for companies to create
and sustain a continuous learning environment.
 Employees are responsible for career management but
the company resources that support careers such as
career counselors, development opportunities, mentoring
and managerial training in how to coach employees also
assists them.
 Career management can help employees satisfy their
needs.
 Social equality, workplace diversity and personal
liberation can be achieved.

5. WHY CAREER MANAGEMENT IS
IMPORTANT?
It is the process through which employees
 Become aware of their own interests, values, strengths
and weaknesses.
 Obtain information about the job opportunities with in
the company.
 Identify career goals.
 Establish action plans to achieve career goals.

6. CAREER MOTIVATION:-
 Employees’ energy to invest in their careers.
 Awareness of the direction they want their careers to
take.
 Their ability to maintain energy and direction despite
barriers they may encounter.
 There are aspects of Career Motivation.
1. Career Resilience
2. Career Insight
3. Career Identity

7. COMPONENTS OF CAREER MOTIVATION

8. THE PROTEAN CAREER:-
 Based on Self-direction with the goal of psychological
success in one’s work.
 Protean employees take major responsibility for
managing their careers.
EXAMPLE:-
 An Engineering employee may take a sabbatical from
her/his engineering position to work for a year in a
management position.
 Personal evaluation is the main purpose.

9. TRADITIONAL VS PROTEAN
CAREER

10. SUGGESTED
CHARACTERISTICS OF
DIFFERENT GENERATION
OF EMPLOYEES

12. A MODEL OF CAREER
DEVELOPMENT:-
 Career Development is the process by which
employees progress through a series of stages,
each characterized by a different set of
developmental tasks, activities and relationships.

13. CAREER DEVELOPMENT
MODEL

14. CAREER MANAGEMENT
SYSTEMS & PROCESS
 SELF ASSESSMENT
 REALITY CHECK
 GOAL SETTING
 ACTION PLANNING

16. DESIGN FACTORS OF
EFFECTIVE CAREER
MANAGEMENT SYSTEMS

17.  System is positioned as a response to a business need or
supports a business strategy.
 Employees and managers participate in development of
the system.
 Employees are encouraged to take active roles in career
management.
 Evaluation is ongoing and used to improve the system.
 Business units can customize the system for their own
purposes.
 Employees need access to career information sources.
 Senior management supports the career system.
 Linked to performance management, training &
recruitment.
 System creates a large, diverse talent pool.
 Information about career plans and talent evaluation is
accessible to all managers.

19. Roles in Career Management

20. MANAGER’S ROLE

21. HR MANAGER’S ROLE
 Should provide information or advice about potential
career paths and training & development opportunities.
 Specialized services such as testing to determine
employees’ values, interests and skills.
 Preparing employees for Job searches & offering
counseling on career-related problems.
EXAMPLE:-
Hewlett Packard’s “PEOPLE PROMISE” program

22. COMPANY’S ROLE
 Career workshops
 Information on career & job opportunities
 Career Planning workbooks
 Career counseling
 Career paths
EXAMPLE:-
AMERICAN EXPRESS

23. EVALUATING CAREER
MANAGEMENT SYSTEMS
 To ensure that they are meeting the needs of employees
and the business.
 It should be based on its objectives.
 If improving employee morale is the system’s goal, then
attitudes should be measured.

24. IN A NUT-SHELL
 Career Management’s importance for the company and
employees.
 Changing nature of career concept.
 Careers are evaluated on psychological success.
 Career Stages.
 Career Management process {Self-assessment, reality-
check, goal setting, and Action Planning}.
 Roles of Employees, Managers & Company in Career
Management.