CAREER MANAGEMENT AND CAREER PLANNING.pptx

CAREER MANAGEMENT
• Career can be defined as a general course of
action a person chooses to pursue throughout
his or her working life
• Career management is conscious planning of
one’s activities and engagements in the jobs
one undertakes in the course of his life for
better fulfilment, growth and financial stability

What Is Career Management?
Career management 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
• Establish action plans to achieve

Definitions
• Career Management is the combination of
structured planning and the active
management choice of one's own professional
career.
• "Lifelong, self-monitored process of career
planning that involves choosing and setting
personal goals, and formulating strategies for
achieving them". ----businessdictionary.com

Why Is Career Management Important?
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
• inappropriate use of monies allocated for training and
development programs

From the employees’ perspective, lack of career
management can result in:
• frustration
• feelings of not being valued by the company
• being unable to find suitable employment
should a job change be necessary due to
mergers, acquisitions, restructuring, or
downsizing

Benefits to the organisation
Well-planned and executed career programmes 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.

Conti……..
• 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..

Benefits to the organisation (Peter Principle)
• Solving staffing problems. Certain staffing problems may be remedied
through effective career management. (a) a high rate of employee turnover
may be caused, at least in part, by a feeling that little opportunity exists
within the organization. (b) recruiting new employees may be easier if
applicants realize that the company develops its employees and provides
career opportunities.
• Satisfying employee needs. The current generation of employees are very
different from those of generations past. Higher levels of education have
raised career expectations. And many workers hold their employers
responsible for providing opportunities so that those expectations may be
realized.

Conti………
• 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.
• 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 programmes 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.

career management process
Self-
Assessment
Reality
Check
Goal
Setting
Action
Planning

Career Management Process
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

Career Management Process
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 goals.

Career Management Model
Career
exploration
.
Awareness.
Goal
setting.
Strategy
developme
nt.
Strategy
implement
ation.
Feedback
.
Career
appraisal.
CAREER
MANAGE
MENT
MODEL

Career Exploration
There are two types of career exploration- self-exploration and environmental exploration. Career
exploration should enable an individual to become more fully aware of himself and his
environment.
 Self-exploration
• Self-exploration can provide a greater awareness of personal qualities. A person ought to gain
insight, for example, into his values, interests, and talents in both his work and non-work
lives.
• He should become more aware of job options, their requirements, and opportunities and
obstacles in the environment.
• People may come to possess a deep understanding of the activities they like or dislike, the
challenge they want from their jobs. Self-exploration provides information about strengths,
weaknesses, talents, and limitations.
• It can also provide a better understanding of the balance of work, family and leisure activities
that the best suit a preferred lifestyle.
• Self-awareness or self-assessment involves identifying and understanding one’s interests,
skills, and values as a foundation for career decision making, planning, and action.
• There is a big difference between getting a job and pursuing a career you love.

• Environmental exploration
• It includes types of occupation, types of industries, necessary skills, and
job alternatives within a given organization or alternative future jobs,
experience needed to move from current line position to a staff position,
company alternatives and impact of family on career decisions.
2. Awareness
• Exploration increases awareness. Awareness is a relatively complete and
accurate perception of a person’s own qualities and characteristics of his
relevant environment. Awareness is a central concept in career
development.
• A thorough awareness of self and environment allows a person to set
right career goals and strategies.

3. Goal Setting
Effective career goals follow the S.M.A.R.T. model. That is, they are specific,
measurable, achievable, and realistic and have a timeline.
A career goal is a desired career-related outcome that a person intends to attain.
The goal may be to attain the position of assistant plant manager in a specified
period of time
4. Strategy Development
A strategy is a plan chosen to bring about a desired future, such as the achievement
of a goal or solution to a problem. A career strategy is a sequence of activities
designed to help an individual attain a career goal. A career strategy is a structured
approach to developing capabilities, tools, and resources in an organization, which
will enable people to navigate their career ‘journey’ successfully.

5. Strategy Implementation
• Some steps a person may need to take to implement his action plan
include the following;
• seek advice from your supervisor regarding ways to implement your
action plan and fill any gaps in skills and experience,
• engage in short term development training to develop identified skills,
• enroll to do a more formal study,
• investigate hidden opportunities both within and outside the
organization explore how to develop good networks inside and outside
the organization,
• know how and when to negotiate on salary or conditions and commit to
a lifelong learning strategy to stay employable.

6. Feedback
To help employees perform their best, a great manager will provide
feedback-the right kind, at the right time. When you become a master of
delivering effective feedback, both positive and negative, you help your
employees develop their skills and maximize their performance.
7. Career Appraisal
Career appraisal is the process by which people acquire and use career
related feedback to determine whether their goals and strategies are
appropriate. Career appraisal permits a person to monitor the course of a
career, represents adaptive, and feedback functions of career
management.
The career appraisal process may lead to a reexamination of career goals.

CAREER MANAGEMENT POLICIES
Responsibilities
Opportunities
Types of Career
Development
Privacy

CAREER MANAGEMENT POLICIES
Career management policies helps, define the
opportunities for employees to develop the skills and
knowledge required to take on more responsibilities, move
into management or obtain a new role.
By specifying what resources are provided, establishing
accountability and keeping records, human resource
professionals create a fair and equitable environment for
all employees.

Responsibilities
By establishing a career management policy, human resources personnel define
the roles and responsibilities of the employee, the manager and the company.
 Employees take personal responsibility for managing their careers, seeking
feedback, assessing their own strengths and weaknesses and taking
advantage of training available to them.
 Managers usually commit to hiring the best personnel for the job and
ensuring that employees have the right skills and materials to complete their
jobs. Managers communicate the company's strategic goals and performance
measurement criteria at the beginning of each year, so employees know how
their performance will be measured.
 company is responsible for providing a safe environment for employees to
work in.

OPPORTUNITIES
• Human resources personnel document policies related to job
opportunities to adhere to legal requirements, such as Equal
Employment Opportunity laws, and promote employee job
satisfaction and morale. By hiring, training and retaining a diverse
workforce, companies typically maintain a competitive edge.
Usually, employers commit to providing career advancement
opportunities within the company and mandate the employees
look within the company for their own growth and development.
• For example, employees who maintain an up-to-date resume on
file with human resources can qualify for promotions or transfers,
after at least two years in their current role.

TYPES OF CAREER DEVELOPMENT
Career management policies describe the types of career
moves available to employees.
• For example, a lateral move indicates a job opportunity at
the same level but in a different department or location.
• A vertical move provides the employee with a promotion
into a management or consultant role based on her
performance.
• A realignment moves the employee down a level based on
poor performance or restructuring within the company.

PRIVACY
• Human resources departments typically use complex
software systems and comprehensive databases to
manage personnel records. By stating that they make
every effort to protect staff information, such as Social
Security numbers, exam scores and other personal
data, they help ensure privacy.
• Employees commit to maintaining security by
regularly taking their own actions, such as changing
passwords and signing off on shared computers.

ANOTHER TOPIC
• CAREER PLANNING

CAREER PLANNING
 Definitions:
1. A career may be defined as ‘ a sequence of jobs that constitute what a
person does for a living’.
2. According to Schermerborn, Hunt, and Osborn, ‘Career planning is a
process of systematically matching career goals and individual capabilities
with opportunities for their fulfillment’.
3. Career planning is the process of enhancing an employee’s future value.
4. A career plan is an individual’s choice of occupation, organization and
career path.

CAREER PLANNING
 Features of Career Planning:
• 1. It is an ongoing process.
• 2. It helps individuals develop skills required to fulfill
different career roles.
• 3. It strengthens work-related activities in the organization.
• 4. It defines life, career, abilities, and interests of the
employees.
• 5. It can also give professional directions, as they relate to
career goals.

Objectives of Career Planning
• 1. To identify positive characteristics of the employees.
• 2. To develop awareness about each employee’s
uniqueness.
• 3. To respect feelings of other employees.
• 4. To attract talented employees to the organization.
• 5. To train employees towards team-building skills.
• 6. To create healthy ways of dealing with conflicts,
emotions, and stress.

CAREER PLANNING
 Benefits of Career Planning:
• 1. Career planning ensures a constant supply of promotable employees.
• 2. It helps in improving the loyalty of employees.
• 3. Career planning encourages an employee’s growth and development.
• 4. It discourages the negative attitude of superiors who are interested in
suppressing the growth of the subordinates.
• 5. It ensures that senior management knows about the caliber and
capacity of the employees who can move upwards.
• 6. It can always create a team of employees prepared enough to meet
any contingency.
• 7. Career planning reduces labor turnover.
• 8. Every organization prepares succession planning towards which
career planning is the first step.

CAREER PLANNING PROCESS
 Self Assessment
• Trying to find a career without being self aware is like trying to run a race
not knowing where the finish line is.
• How can you know which career path is going to be most satisfying, if you
don't even know what you're all about? You can't.
• That's why self assessment (sometimes referred to as a career assessment)
is such an important part of the career planning process. During the self
assessment process you'll use tools designed to help you learn more about
your interests, values, personality, aptitudes, skill sets, developmental
needs, and preferred work environments, so you can make an informed
career decision. By the end of the self assessment process you'll have
identified various occupations that are good fit for you.

• Career Exploration
• Based on the results of your self assessment, you should now have a list of occupations that appear to be a good match with
your values, interests and skill set. Next, you'll want to narrow this list down to about ten occupations. Go through the list and
eliminate those careers that you know you're not interested in. For example, even though you'd make a great police officer,
and the career is a good match with your values, interests, and skill set, you know you don't want to work in a job that
requires you to carry and shoot a gun. In addition to researching individual occupations, you'll also want to research
industries that you'd like to work in. Other very effective ways to explore careers (and which we highly recommend) include
conducting informational interviews with industry professionals, job shadowing, job temping, internships, and volunteering.
• Career Identification
• As it's name suggests, the career identification component the career planning process is when you select just one occupation,
among the many you've considered. During this step you'll identify the occupation that you're most interested in, as well as
few alternatives to fall back on if your first choice doesn't pan out. Now that you know which occupation you're going to
pursue, you'll want to prepare to enter your chosen field. Identify all the requirements (e.g. education, costs, etc.) for entering
your chosen career field.

• Create an Action Plan
• The final step in the career planning process is to create an action plan. The
action plan is designed to help you reach your goals. It's like a road map that
takes you from choosing a career to finding your first job all the way to
achieving your long-term career goals. In your action plan you should identify
your short-term and long- term goals, identify education and training
requirements for your career, develop a job search strategy, identify potential
employers, create a resume, compose cover letters, and prepare for job
interviews.

TIPS FOR SUCCESSFUL CAREER PLANNING
 Make Career Planning an Annual Event
By making career planning an annual event, you will feel more secure in your career choice and direction — and
you’ll be better prepared for the many uncertainties and difficulties that lie ahead in all of our jobs and career.
 Map Your Path Since Last Career Planning
• One of your first activities whenever you take on career planning is spending time mapping out your job and
career path since the last time you did any sort of career planning. While you should not dwell on your past,
taking the time to review and reflect on the path — whether straight and narrow or one filled with any curves
and dead-ends — will help you plan for the future.
• Once you’ve mapped your past, take the time to reflect on your course — and note why it looks the way it
does. Are you happy with your path? Could you have done things better? What might you have done
differently? What can you do differently in the future

 Reflect on Your Likes and Dislikes, Needs and Wants
• Change is a factor of life; everybody changes, as do our likes and dislikes. Something
we loved doing two years ago may now give us displeasure. So always take time to
reflect on the things in your life — not just in your job — that you feel most strongly
about.
• Make a two-column list of your major likes and dislikes. Then use this list to examine
your current job and career path. If your job and career still fall mostly in the like
column, then you know you are still on the right path; however, if your job activities
fall mostly in the dislike column, now is the time to begin examining new jobs and
new careers.
• Finally, take the time to really think about what it is you want or need from your work,
from your career. Are you looking to make a difference in the world? To be famous?
To become financially independent? To effect change? Take the time to understand the
motives that drive your sense of success and happiness.

• Examine Your Pastimes and Hobbies
• Career planning provides a great time to also examine the activities
you like doing when you’re not working. It may sound a bit odd, to
examine non-work activities when doing career planning, but it’s
not. Many times your hobbies and leisurely pursuits can give you
great insight into future career paths.
• Think you can’t make a hobby into a career? People do it all the
time. The great painter Paul Gauguin was a successful business
person who painted on the side. It actually wasn’t until he was
encouraged by an artist he admired to continue painting that he
finally took a serious look at his hobby and decided he should
change careers. He was good at business, but his love was painting.

 Make Note of Your Past Accomplishments
• Most people don’t keep a very good record of work
accomplishments and then struggle with creating a powerful
resume when it’s time to search for a new job. Making note of your
past accomplishments — keeping a record of them — is not only
useful for building your resume, it’s also useful for career
planning.
• Sometimes reviewing your past accomplishments will reveal
forgotten successes, one or more which may trigger researching
and planning a career shift so that you can be in a job that allows
you to accomplish the types of things that make you most happy
and proud.

 Look beyond Your Current Job for Transferable Skills
• Some workers get so wrapped up in their job titles that they don’t see any
other career possibilities for themselves. Every job requires a certain set
of skills, and it’s much better to categorize yourself in terms of these skill
sets than be so myopic as to focus just on job titles.
• For example, one job-seeker who was trying to accomplish career
planning found herself stuck because she identified herself as a reporter.
But once she looked beyond her job title, she could see that she had this
strong collection of transferable skills — such as writing, editing,
researching, investigating, interviewing, juggling multiple tasks, meeting
goals and deadlines, and managing time and information — skills that
could easily be applied to a wide variety of jobs in many different careers.

 Look beyond Your Current Job for Transferable Skills
• Some workers get so wrapped up in their job titles that they don’t
see any other career possibilities for themselves. Every job requires
a certain set of skills, and it’s much better to categorize yourself in
terms of these skill sets than be so myopic as to focus just on job
titles.
• For example, one job-seeker who was trying to accomplish career
planning found herself stuck because she identified herself as a
reporter. But once she looked beyond her job title, she could see that
she had this strong collection of transferable skills — such as
writing, editing, researching, investigating, interviewing, juggling
multiple tasks, meeting goals and deadlines, and managing time and
information — skills that could easily be applied to a wide variety
of jobs in many different careers.

 Review Career and Job Trends
• Everyone makes his or her own job and career opportunities, so that even if
your career is shrinking, if you have excellent skills and know how to market
yourself, you should be able to find a new job. However, having information
about career trends is vital to long-term career planning success.
• A career path that is expanding today could easily shrink tomorrow — or next
year. It’s important to see where job growth is expected, especially in the
career fields that most interest you. Besides knowledge of these trends, the
other advantage of conducting this research is the power it gives you to adjust
and strengthen your position, your unique selling proposition. One of the keys
to job and career success is having a unique set of accomplishments, skills,
and education that make you better than all others in your career.

 Set Career and Job Goals
• Develop a roadmap for your job and career success. Can you be
successful in your career without setting goals? A major component
of career planning is setting short-term (in the coming year) and
long-term (beyond a year) career and job goals. Once you initiate
this process, another component of career planning becomes
reviewing and adjusting those goals as your career plans progress or
change – and developing new goals once you accomplish your
previous goals.
 Research Further Career/Job Advancement Opportunities
• One of the really fun outcomes of career planning is picturing
yourself in the future. Where will you be in a year? In five years? A
key component to developing multiple scenarios of that future is
researching career paths.

 Explore New Education/Training Opportunities
• It’s somewhat of a cliche, but information really does lead to
power and success. Never pass up chances to learn and grow
more as a person and as a worker; part of career planning is
going beyond passive acceptance of training opportunities to
finding new ones that will help enhance or further your career.
• Take the time to contemplate what types of educational
experiences will help you achieve your career goals. Look within
your company, your professional association, your local
universities and community colleges, as well as online distance
learning programs, to find potential career-enhancing
opportunities — and then find a way achieve them.

CAREER MANAGEMENT AND CAREER PLANNING.pptx

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