This document discusses career development and management. It defines career management as the process through which employees become aware of their interests, values, strengths and weaknesses, obtain information on job opportunities, and identify and establish a plan to achieve career goals. Some key points made include: - Effective career management benefits both organizations and employees by ensuring a talent supply, promoting from within, satisfying employee needs, and enhancing motivation. - Components of an effective career management system include self-assessment, setting goals, action planning, and providing feedback. - The career management process involves three stages: discovering yourself, deciding on a focus and setting goals, and taking action.

1. Career development and
career management
By / Mahmoud Shaqria
‫شقريه‬ ‫محمد‬ ‫محمود‬

2. Objectives
 Definition of career management.
 Identify Importance of career Management.
 Identify Indicators of Career Program Effectiveness
 Identify Career Management System factor Design.
 Identify Career Management System Components.
 Identify steps of effective career management.
 Explain career management process.

3. 8) Definition of career development.
9) Identify Importance of career development.
10) Identify factors and barriers that influence
career development.
11) Identify Benefits of Career development.
12) Explain process of Career development.
13) Identify Importance of career
development.
14) Explain the steps to create plan.

4. Definition: Career
management
Career management is the process through
which employee:
.*Become aware of their own interests,
values, strengths, and weakness
.*0btain information about job
opportunities within company
.*Identify career goal
. *Establish action plan to achieve

5. Importance of career management
Weak career management:
*From company perspectives the failure to
motive employee to plan their career can
result in:
- A Shortage of employees to fill open position.
-Lower employee commitment
-Inappropriate use of monies allocated from
training and developmental programs.

6.  From company perspectives lack of career
management can result in:
 -frustration
 -feeling of not being valued by company
 -being unable to find suitable employment should a
job change be necessary due to mergers, acquisition,
restructuring, downsizing.

7. Strong career management:
 Well-planned and executed career programs will benefit both the
organization and the employees in a number of ways. These include
the following:
 Staffing inventories. Effective career management will help ensure a
continuous supply of professional, technical and managerial talent so
that future organizational goals may be achieved.

8.  Staffing from within. Because of the many potential
advantages of promotion from within, most organizations
like to promote employees when positions become
available. But recruitment from within requires a strong
career management programme to guarantee that
employees can perform effectively in their new jobs

9.  3-Peter Principle: Observation that in a hierarchy
people tend to rise to "their level of
incompetence." Thus, as people are promoted,
they become progressively less-effective because
good performance in one job does not guaranty
similar performance in another

10.  4- Solving staffing problems. Certain staffing
problems may be remedied through effective career
management. First, a high rate of employee turnover
may be caused, at least in part, by a feeling that
little opportunity exists within the organization.
Second, recruiting new employees may be easier if
applicants realized that the company develops its
employees and provides career opportunities.

11.  5- Satisfying employee needs. The current generation of
employees is very different from those of generations
past. Higher levels of education have raised career
expectations.
 6- Enhanced motivation. Because progression along the
career path is directly related to job performance, an
employee is likely to be motivated to perform at peak
levels so that career goals may be accomplished.

12. 7- Employment equity.
 Guidelines demand fair and equitable recruiting,
selection and placement policies and the
elimination of discriminatory practices concerning
promotions and career mobility- Many affirmative
action programs contain formal provisions to
enhance the career mobility of women and other
formerly excluded groups, including the
development of career paths and the design of
formal T&D activities.

13. Indicators of Career Program Effectiveness
 Matching the Standards with the Results: Comparison between already
established goals and objectives and achievement is the biggest indicator of
the effectiveness of a career program.
Greater Self Awareness among Employees: The effectiveness of the program
can also be measured by the degree of increase in self-awareness among
employees. If they feel that they have achieved greater self-awareness and
self-determination and acquired necessary and useful information about their
career, the program is definitely a big success.

14.  Balance between Employee and Organization Requirements and
Objectives:
Implementation of a career development program should result in
better communication at all levels within the organization, a
balance match between individual and organizational career and
identification of talent pool by HR specialists are other major
indicators that can help you measure the effectiveness of a career
development program.

15.  Changes in Performance Indexes:
Improved employee performance ratings, improved
employee morale, reduced turnover rates; reduced
employee absenteeism, increased promotions from
within and reduced time to fill job openings are other
positive indicators for measuring the effectiveness of a
career program

16. Career Management System Design Factors
Includes:
 Position system as a response to business need.
 Employ & Manger participates in system
development.
 Employees take an active role in career
management.

17. Career Management System Components
 Self-Assessment:
 The use of information, tests, and interest inventories, etc., to
identify and understand their career interests, values, aptitudes, and
behavioral tendencies.
 Reality Check:
 Information given to employees about how the company sees their
skills and knowledge and where they fit into the company’s plan.

18.  Goal Setting:
 The process by which employee’s develop short and
long term career objectives that are crafted into a
development plan. Goals relate to:
 Desired positions.
 Level of skill application.
 Work setting or location.
 Skill acquisition.

19. Action Planning:
Involves employees determining how they achieve
short and long term goals. Action plans may
include training courses and seminars,
informational interviews, or applying for jobs.

20. Steps of Effective Career Management
1) Mapping is something we all do all of the time. It is how we make sense of
our surroundings, wherever you are in your career journey, and whatever
your situation, good mapping is good practice. A particular issue is to fully
understand what exactly your situation is. This requires reflection before
rushing to action
2) Planning This is the step that provides the opportunity to verify assumptions,
and get feedback from others on how you “show up,” along with possible next
steps, the core elements of any Plan are to begin by defining objectives and
benefits.

21. (3 Exploring
Different routes, different outcomes? This is the real
time follow on from the back room planning phase
where ideas are ready to be tried out. Actively
exploring different routes requires the sharing and
testing of ideas, and constructively and non-
judgmentally processing others perceptions and
opinions
.?

22. Demonstrating Competence – Ring ready or ring rusty-4
A fundamental element in demonstrating competence is
developing a CV that shows your capability and capacity
-Arriving & Delivering:5
Assimilation into a new role during the first 100 days
requires both cultural understanding and a focus on
delivering what’s required. “Look, listen, and learn” is
important

23. -Consolidating & Reviewing: Using your radar6
 Career management does not end with successfully finding a new
position, whether as CEO or Graduate trainee. There will be a
continuing need to choreograph your own career
 Focusing on delivery*
 Maintaining your channels of communication *
 Energetically networking*
 And remembering to scan the horizon both within the
organization and the market

24. the Career Management Process
 Stage 1: Discover Assess Yourself Research Careers
 In this first stage, you will assess yourself. What are your
skills, your values, and your vision?
 Stage 2: Decide Choose a Focus Set Goals
 In the second stage, you’ll choose a career focus and
commit to it by setting goals.
 Stage 3: Do Take Action
 Once you’ve discovered your preferred career paths and
set goals to get there, it’s time to take action

25. Definition: Career Development
 Career development is the series of activities or the on-
going/lifelong process of developing one’s career.
 Career development is directly linked to the goals and
objectives set by an individual. It starts with self-
actualization and self-assessment of one’s interests and
capabilities.

27. Importance of career development:
Attracting top talent: Although the recently the US has been faced with a tight job
market, in competitive fields employers must focus their efforts on attracting the top talent.
 Job satisfaction: Employees who participate in required training courses and
worked-based development activity during work time reported higher job satisfaction and
organizational commitment.
 Retaining employees/reducing turnover: Through organizational
commitment, career development opportunities help to retain employees and thus prevents
turnover.
 Productivity and Financial Returns: Employers can also increase
productivity and financial returns by investing in their employees via career development

28. Factors and Barriers that Influence Career
Development:
 Several factors and the interactions between them influence career
development and some may be barriers to it. These factors are:
 Personal Characteristics: When you are in the process of choosing a
career, you should do a thorough self-assessment. It will allow you to
learn what your personality type, interests, aptitudes and work-related
values are.

29.  Socio-Economic Factors: Socio-economic factors can be a barrier to
career development. They can significantly influence your ability to
pursue a career that is otherwise a good match for you. For example,
your financial situation may threaten to keep you from getting the
necessary education. Fortunately, there are ways of overcoming
barriers such as limited financial resources, namely student loans,
financial aid and scholarships.

30.  Physical and Mental Abilities: Some of us are better suited to some careers than we are to
others due to our physical and mental abilities, and limitations. For example, you may
want to become a doctor but don't have the intellectual ability to get into medical school.
You should, if possible, find a related occupation that makes the best use your strengths
while accommodating your limitations.
 Chance Factors: Chance factors are life events over which we have little or no control.
They can influence what careers we choose and how we progress in them. An example
would be an individual not being able to advance in his career because he is a caregiver for
a relative.

31. . -Benefits of a Career Development System
to Organization
 *Once organization has a fair idea about employee’s strengths
and weaknesses, attitude and behavior, values and future
aspirations and skills and competencies, they are able to
make better use of employee skills and put them at the right
place.
 *The organization can disseminate all important details
and information at all organizational levels in order to
ensure effective communication at all levels.

32.  *It also helps organization retain valued employees by providing
them what they want. Since the organization is able to collect all
necessary information about a specific individual, it can make
efforts to retain them.
 *It establishes a reputation of the organization in the market.
More and more working professionals see it as a people developer
and get attracted towards it

33. Benefits of a Career Development
System to Employees
 *The major benefit of career development system to employees is that they get helpful assistance and
guidance with their career decisions.
 *By using this system, they can set more realistic goals and objectives that are feasible to be
accomplished over the span of one’s life.
 *It fosters better communication between the employee and the manager as well as at all levels of the
organization.
 *The best part is that they can get feedback on their performance. This helps them improve their
working style and compels them to upgrade their skills.
 *The process leads to job enrichment and enhanced job satisfaction

34. 3-Benefits of a Career Development System
to Managers/Supervisors
 *A career development system helps
managers and supervisors in improving
and upgrading their skills in order to
manage their own career.
 *It fosters better communication
between managers and employees.

35. *It helps them in retaining valued
employees as they get to know
about their skills and competencies
and future aspirations as well.
 *It helps in discussing productive
performance appraisal of employees
and planning their promotions as
well as their career graph

36.  * It leads to greater understanding of the organization as a
whole and cultivate a supportive and conducive culture in the
organization.
 *It helps managers in understanding the hidden aspects of
employees and guides them to allocate employees the right
job that matches to their skills and competencies

37. Career Development Process
 ( Step 1 – Self Assessment (INSIDE
 The first and most important step of this process is Self-Assessment. Step 1 focus is on the INSIDE of a person.
After the successful completion of Step 1, you should have a good idea in terms of who you are and what’s most
important in your life.
 Step 2 – Career Exploration (OUTSIDE)
 The second step of the process involves Career Exploration. Step 2's focus is on the OUTSIDE of a person.
 Step 4 – Taking Action (MATCHING UP)
 Taking Action involves MATCHING UP the results of your self-assessment results and the most supportive aspects
within significant influencing areas in Step 2

38. Importance of career development plan
 1-A career development plan will keep you from getting stuck in
A rut.
 2-A career development plan will help you take responsibility for your
weaknesses

39.  3-A career development plan will help define your future
career path.
 4-A career development plan will help you to take charge
of your own advancement.
 5-A career development plan will give you the confidence
you need to succeed

40. Steps to Create Your Own Career
Development Plan
 Step 1: Figure out Your Destination
 As with all efforts, you must be clear about your direction when
you create your own career development plan. You don’t take a
road trip without knowing where you want to end up.

41.  Don’t make a goal just for the sake of making one. You
need a goal that really rings your chimes and helps to
motivate you into action. If you’re making a goal based on
what someone else wants, it also isn’t going to be that
compelling for you. Being clear on your direction means
being clear that this direction is inspiring and motivational
and knowing what is driving you to it.

42. Step 2: Do a Gap Analysis
 A gap analysis is where you figure out the differences in the
qualifications between where you are right now and your two-year goal
or next step.
 Using a job posting or job description for the position you are aiming at
is a good way to get specific information about the skills and experience
that are expected.
 Go through the job description line item by line item and rate your
current state of skills, education, or experience to what is listed.

43.  Once you have completed this exercise, identify all of the items where there is
anywhere from a fair amount to a substantial amount of development that is needed.
Look for commonalities and clump those together as a category. You will discover that
there will be themes to your gaps.
Step 3: Create Your Development Plan
You are now fully armed with a clear two-year goal and all the details of
where and what you need to develop to get you where you want to go. Your
plan will be best if you can consult with your boss and/or a mentor to help
you with ideas of how to get the skills you need to add.

44. Usually there are multiple ways of accumulating the needed skills. You
may also want to have multiple ways of beefing up your skill set to add
depth to it. An example is if you want to move to a project
management position, you may want to get certification and also to ask
for project responsibilities.

45.  This chart shows the steps involved in making the
CDAP a useful tool and a living document that
guides your career development at UC Berkeley.

46. Summarize the information you
clarified in the self-assessment phase
of your career development
exploration.
ummarize Your Self-Assessment
formation and Career Development
eeds
Completing a CDAP is a joint effort
between you and your supervisor.
Share the summary of your self-
assessment clarification and ask for
feedback from your supervisor about
your strengths and areas for
development.
lk with Your Supervisor
Considering the information you have
clarified and the awareness you have
gained from your conversation(s) with
your supervisor, think about your
t Career Goals

47. Using your career goals
as guides, identify the
skills and competencies
that you need to
develop.
Create Roadmap for
Development Activities
This is the most
important step. In order
to develop a skill or
improve your
competency in a certain
area, you have to
practice what you have
learned and have an
opportunity to build
Create Milestones and
Timelines to Measure Your
Success

48. Upon completion of a
development activity,
review with your
supervisor the skills you
have acquired and the
ways in which those skills
have enhanced your job
performance and can be
used to help you grow in
the future.
Review CDAP Regularly

49. Thank you…