This document discusses career management and planning. It defines career management as the process through which a person becomes aware of their career-related attributes and stages of career fulfillment over their lifetime. It outlines the internal and external aspects of a career. It also describes the typical career stages from growth to decline and the need for career planning to increase competence, job security, creativity, and employee retention. Finally, it provides the process of career planning and development including self-assessment, exploring opportunities, setting goals and implementing plans.

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.