Unit VII Homework The Monster website has a number of career resources for individuals new to the job market, those looking for career advancement resources, or individuals looking for new job opportunities. For this assignment, complete the following steps: 1. Navigate to the Monster website. 2. Scroll down on the page, and find section labeled Communities and click on the button within this section labeled Career Start (this button is located on the left-hand side of the website). 3. Within this section, research one of the career areas you find interesting or a topic tied to your career goals. Write a two-page paper on the ideas discussed in the resource and how you plan on integrating the ideas into your current or future position. All sources used need to be cited according to APA format. https://www.monster.com BHR 4680, Training and Development 1 Course Learning Outcomes for Unit VII Upon completion of this unit, students should be able to: 5. Assess the organizational structure/environment to determine which external participants use to obtain transfer of learning. 5.1 Discuss why career management is important from both the employee and company perspective. 5.2 State the factors that should be considered in designing an effective career management system. 5.3 Explain the importance of developing career paths, dual-career paths, and a career portfolio. Reading Assignment Chapter 10: Social Responsibility: Legal Issues, Managing Diversity, and Career Challenges Unit Lesson Career development is important for companies to create and sustain a continuous learning environment. The biggest challenge that companies face is finding a balance between advancing current employees’ careers, while simultaneously attracting and acquiring employees with new skills. The concept of careers is influenced by the growing use of teams to produce products and provide services. What is career management, and why is career management important? It is the process through which employees:  become aware of their own interests, values, strengths, and weaknesses;  obtain information about job opportunities within the company;  identify career goals; and  establish action plans to achieve career goals. From the company’s perspective, the failure to motivate employees to plan their careers can result in:  a shortage of employees to fill open positions,  lower employee commitment, and  inappropriate use of monies allocated for training and development programs. From the employees’ perspective, lack of career management can result in:  frustration due to lack of personal growth and challenge at work,  feelings of not being valued in the company, and  an inability to find suitable employment in case of mergers, acquisitions, restructuring, or downsizing. UNIT VII STUDY GUIDE Careers and Career Management BHR 4680, Training and Development 2 UNIT x STUDY GUIDE ...

1. Unit VII Homework
The Monster website has a number of career resources for
individuals new to the job market, those looking for career
advancement resources, or individuals looking for new job
opportunities. For this assignment, complete the following
steps:
1. Navigate to the Monster website. 2. Scroll down on the page,
and find section labeled Communities and click on the button
within this section labeled Career Start (this button is located
on the left-hand side of the website). 3. Within this section,
research one of the career areas you find interesting or a topic
tied to your career goals.
Write a two-page paper on the ideas discussed in the resource
and how you plan on integrating the ideas into your current or
future position. All sources used need to be cited according to
APA format.
https://www.monster.com
BHR 4680, Training and Development 1
Course Learning Outcomes for Unit VII
Upon completion of this unit, students should be able to:
5. Assess the organizational structure/environment to determine
which external participants use to

2. obtain transfer of learning.
5.1 Discuss why career management is important from both the
employee and company
perspective.
5.2 State the factors that should be considered in designing an
effective career management
system.
5.3 Explain the importance of developing career paths, dual-
career paths, and a career portfolio.
Reading Assignment
Chapter 10:
Social Responsibility: Legal Issues, Managing Diversity, and
Career Challenges
Unit Lesson
Career development is important for companies to create and
sustain a continuous learning environment. The
biggest challenge that companies face is finding a balance
between advancing current employees’ careers,
while simultaneously attracting and acquiring employees with
new skills. The concept of careers is influenced
by the growing use of teams to produce products and provide
services.
What is career management, and why is career management
important? It is the process through which
employees:

3. come aware of their own interests, values, strengths, and
weaknesses;
company;
From the company’s perspective, the failure to motivate
employees to plan their careers can result in:
development programs.
From the employees’ perspective, lack of career management
can result in:
work,
acquisitions, restructuring, or downsizing.
UNIT VII STUDY GUIDE

4. Careers and Career Management
BHR 4680, Training and Development 2
UNIT x STUDY GUIDE
Title
Then the question becomes: what is a career? It is the individual
sequence of attitudes and behavior
associated with work-related experiences and activities over the
span of the person’s life. The concept of
careers can be described as an advancement, a profession, a
lifelong sequence of jobs, or a lifelong
sequence of role-related experiences. Let’s look at some of the
terms and definitions associated with career.
-direction with the goal of
psychological success in one’s work.
accomplishment that comes from achieving life
goals that are not limited to achievements at work.
employees have about each other.
The Model of Career Development

5. 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 a number of
career development models. We will look at the Career Stage
model.
n: identifies interests, skills, and fit between self
and work
lifestyle
n
work and non-work
Career Management Systems help the employees, managers, and
the companies identify career
development needs. There are a few steps that are a part of this
process. This may also involve training
courses and seminars, informational interviews, or employee
volunteerism programs.
-assessment is the use of information by employees to
determine their career interests, values,
aptitudes, and behavioral tendencies. This is not limited to, but
involves psychological tests.
ality check is when the employees receive information
about how the company evaluates their
skills and knowledge and where they fit into the company plans.

6. - and long-
term career objectives, usually related to
desired positions, level of skill application, work setting, or
skill acquisition.
how they will achieve their short- and
long-term career goals.
What are the roles in career management? This is not something
the employee does on his or her own.
Career management is a collaborative effort. Let’s review the
players and some of their roles.
-assessment, self-development
action plan, creates visibility through
good performance and relationships, and seeks out challenges
requesting information from other company
resources
develop culture that supports career
management
services (testing, counseling, or workshops)
Once all of these elements are in place, a career discussion
should occur to cement the plan. This discussion
can be seen as successful if the following characteristics have
been met:

7. -
related goals and interests;
his or her
performance, developmental need, and
options;
be met on the current job; and
the goals agreed upon in the career
discussion.
BHR 4680, Training and Development 3
UNIT x STUDY GUIDE
Title
Career management systems need to be evaluated to ensure that
they are meeting the needs of employees
and the business. The evaluation can be based on the reactions
of the customers who use the career
management system and the objective information related to the
retention rates of key employees or

8. managers of the career management system.
Special Challenges in Career Management
What is a supportive work-life culture? It acknowledges and
respects family and life responsibilities and
obligations and encourages managers and employees to work
together to meet personal and work needs. By
creating a culture that supports work-life balance, the
organization realizes happier and more dedicated
employees. This is an incentive to any organization looking to
increase employee satisfaction.
Organizational socialization is the process by which new
employees are transformed into effective members
of the company and has three phases:
1. Anticipatory socialization is when employees develop
expectations about the company, job, working
conditions, and interpersonal relationships.
2. Encounter phase is when an employee begins a new job; they
experience shock and surprise and
need to become familiar with job tasks, company practices, and
procedures.
3. Settling-in phase is when employees begin to feel
comfortable with their job demands and social
relationships.
During this socialization period, employees are learning the

9. history, company goals, language (jargon), the
politics, people, and performance proficiency. This is normally
done as a part of the new employee
orientation.
A career path is a sequence of job positions involving similar
types of work and skills that employees move
through in the company. It involves analyzing work and
information flows, important development
experiences, qualifications and tasks performed across jobs,
similarities and differences in working
environments, and historical movement patterns of employees in
and out of jobs.
A dual-career path system enables employees to remain in a
technical career path or move into a
management career path. Its characteristics are:
oyees
compare favorably with those of managers.
managers, but they are given
opportunities to increase their total compensation through
bonuses.
is not used to satisfy
poor performers who have no managerial
potential. The career path is for employees with outstanding
technical skills.
their career path.
Plateauing is when an employee hits a certain level and seems

10. to be unable to move. The likelihood of the
employee receiving future job assignments with increased
responsibility is low. About mid-career is when
employees are most likely to plateau. It becomes dysfunctional
when the employee feels stuck in a job that
offers no potential for personal growth resulting in poor job
attitude, increased absenteeism, and poor job
performance. Some of the reasons employees plateau are due to
discrimination issues based on age,
gender, or race; lack of ability and training; low need for
achievement; unfair pay decisions or dissatisfaction
with pay raises; confusion about job responsibilities; and slow
company growth resulting in reduced
development opportunities.
There are some possible remedies for plateaued employees.
Once employees understand the reasons for
plateauing, they can begin to make the necessary changes. If
employees are encouraged to participate in
development activities, they can knock down some the barriers
that are preventing them from moving forward.
If employees are encouraged to seek career counseling, they can
be helped to determine what steps are
necessary to move into the area they are pursuing. Most
importantly, once employees do a reality check on
the solutions, they can better determine what their career path
can be.
BHR 4680, Training and Development 4
UNIT x STUDY GUIDE

11. Title
Some of the other major issues in career management include
skills obsolescence, which is a reduction in an
employee’s competence resulting from a lack of knowledge of
new work processes, techniques, and
technologies that have developed since the employee completed
his or her education. Balancing work and life
can also present challenges. The Family and Medical Leave Act
(FMLA) is a federal law that provides for up
to 12 weeks of unpaid leave for parents with new infants or
newly adopted children. It also covers employees
who must take a leave of absence to care for a family member
or to deal with a personal illness. Companies
are required by law to provide health care benefits during this
time.
Company Policies to Accommodate Work and Non-work
Identifying work and life needs and communicating information
about work and non-work policies and job
demands are a large piece of the puzzle for a company.
Companies have to understand employees’ needs,
solicit their input, and make work-life benefits accessible to
everyone. Providing information regarding the
nature of jobs helps employees choose career opportunities that
match the importance they place on work.
By allowing flexibility in work arrangements and work
schedules, it reduces pressure on employees to work
long hours. Offering telecommuting, which is a work
arrangement that provides flexibility in both location and
hours, allows the employee to continue to be productive while
taking care of their families.

12. Job sharing allows two employees to divide the hours,
responsibilities, and benefits of a full-time job, but still
gets the job done. By thinking outside the box and redesigning
jobs and providing managerial support for
work-life policies, it offers a win-win solution for both the
company and employee.
How should companies help employees coping with job loss?
From a career management standpoint,
companies and managers have two major responsibilities:
helping employees who will lose their jobs and
ensuring that the “survivors” remain productive and committed
to the organization.
An organization should strongly consider outplacement services
and those services should include:
f job openings, self-directed career
management guides, and values and interest
inventories.
Dealing with older workers is another touchy situation that,
when handled correctly, can also be a win-win
situation. When companies provide flexibility in scheduling,

13. which allows older employees to take care of sick
spouses, go back to school, or travel, it ensures that older
employees receive the training they need to avoid
obsolescence and to be prepared to use new technology. It also
provides resources and referral help that
addresses long-term health care and elder care; assessment and
counseling, which are necessary to help
older employees recycle to new jobs or careers; considers
moving valuable older employees who are
suffering skill deterioration to other jobs; and ensures that
employees do not hold inappropriate stereotypes
about older employees and an environment of trust and loyalty
is created.
Another option for older workers is the possibility of an early
retirement program. It offers employees
financial benefits to leave the company. To avoid potential legal
actions and to be fair, companies need
to ensure that the program is part of the employee benefit plan,
the company can justify age-related
distinctions for eligibility for early retirement, and employees
are allowed to voluntarily choose early
retirement.