A Model of Career Development• Career development is the process by which  employees progress through a series of stages• ...
A Model of Career Development                Exploration           Establishment    Maintenance         DisengagementDevel...
The career management process:   Self-     Reality                   Action                       Goal SettingAssessment  ...
Components of the Career ManagementProcess: (1 of 2)• Self-Assessment  – Use of information by employees to determine    t...
Components of the Career ManagementProcess: (2 of 2)• Goal Setting  – The process of employees developing short- and    lo...
Design factors of Effective CareerManagement Systems: (1 of 2)1. System is positioned as a response to a business need   o...
Design factors of Effective CareerManagement Systems: (2 of 2)6. Employees need access to career information sources7. Sen...
Elements of Career Management Websites           User Access            Website FeaturesSelf-assessment tools      Jobs da...
Shared Responsibility:Roles in Career Management                             Employees        Manager          Company HR ...
Employees’ Role in Career Management• Take the initiative to ask for feedback from  managers and peers regarding their ski...
Managers’ Role in Career Management     Roles                               ResponsibilitiesCoach            Probe problem...
HR Manager’s Role in Career Management• Provide information or advice about training  and development opportunities• Provi...
Company’s Role in Career Management• Companies are responsible for providing  employees with the resources needed to be  s...
Evaluating Career Management Systems• Career management systems need to be  evaluated to ensure that they are meeting the ...
The Employer’s Role in      Career Development                 Realistic Job                  PreviewsNetworking and      ...
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58b00career sem 1 amizone part-2

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58b00career sem 1 amizone part-2

  1. 1. A Model of Career Development• Career development is the process by which employees progress through a series of stages• Each stage is characterized by a different set of developmental tasks, activities, and relationships• There are four career stages: – Exploration – Establishment – Maintenance – Disengagement
  2. 2. A Model of Career Development Exploration Establishment Maintenance DisengagementDevelopmental Identify interests, Advancement, Hold on to Retirementtasks skills, fit between growth, security, accomplishments, planning, self and work develop life style update skills change balance between work and non-workActivities Helping Making Training Phasing out of Learning independent Sponsoring work Following contributions Policy making directionsRelationships Apprentice Colleague Mentor Sponsorto otheremployeesTypical age Less than 30 30 – 45 45 – 60 61+Years on job Less than 2 years 2 – 10 years More than 10 More than 10 years years
  3. 3. The career management process: Self- Reality Action Goal SettingAssessment Check Planning
  4. 4. Components of the Career ManagementProcess: (1 of 2)• Self-Assessment – Use of information by employees to determine their career interests, values, aptitudes, and behavioral tendencies – Often involves psychological tests• Reality Check – Information employees receive about how the company evaluates their skills and knowledge and where they fit into company plans
  5. 5. Components of the Career ManagementProcess: (2 of 2)• Goal Setting – The process of employees developing short- and long-term career objectives – Usually discussed with the manager and written into a development plan• Action Planning – Employees determining how they will achieve their short- and long-term career goals
  6. 6. Design factors of Effective CareerManagement Systems: (1 of 2)1. System is positioned as a response to a business need or supports a business strategy2. Employees and managers participate in development of the system3. Employees are encouraged to take active roles in career management4. Evaluation is ongoing and used to improve the system5. Business units can customize the system for their own purposes
  7. 7. Design factors of Effective CareerManagement Systems: (2 of 2)6. Employees need access to career information sources7. Senior management supports the career system8. Career management is linked to other human resource practices such as training, recruiting systems, and performance management9. System creates a large, diverse talent pool10. Information about career plans and talent is accessible to all managers
  8. 8. Elements of Career Management Websites User Access Website FeaturesSelf-assessment tools Jobs databaseTraining resources Employee profile databaseJob data Matching engineSalary information Tools and services – Assessment, onlineCareer management advice Training programs, development resources
  9. 9. Shared Responsibility:Roles in Career Management Employees Manager Company HR Manager
  10. 10. Employees’ Role in Career Management• Take the initiative to ask for feedback from managers and peers regarding their skill strengths and weaknesses• Identify their stage of career development and development needs• Seek challenges by gaining exposure to a range of learning opportunities• Interact with employees from different work groups inside and outside the company• Create visibility through good performance
  11. 11. Managers’ Role in Career Management Roles ResponsibilitiesCoach Probe problems, interests, values, needs Listen Clarify concerns Define concernsAppraiser Give feedback Clarify company standards Clarify job responsibilities Clarify company needsAdvisor Generate options, experiences, and relationships Assist in goal setting Provide recommendationsReferral agent Link to career management resources Follow up on career management plan
  12. 12. HR Manager’s Role in Career Management• Provide information or advice about training and development opportunities• Provide specialized services such as testing to determine employees’ values, interests, and skills• Help prepare employees for job searches• Offer counseling on career-related problems
  13. 13. Company’s Role in Career Management• Companies are responsible for providing employees with the resources needed to be successful in career planning: – Career workshops – Information on career and job opportunities – Career planning workbooks – Career counseling – Career paths
  14. 14. Evaluating Career Management Systems• Career management systems need to be evaluated to ensure that they are meeting the needs of employees and the business• Two types of outcomes can be used to evaluate: – Reactions of the customers (employees and managers) who use the career management system – Results of the career management system• Evaluation of a career management system
  15. 15. The Employer’s Role in Career Development Realistic Job PreviewsNetworking and Challenging First Interactions Jobs Employer’s Role Career-Oriented Mentoring Appraisals Job Rotation

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