Career Management & Development: Concept, Objectives, Relevance and Process, Career and Succession Planning, Post Retirement Planning

1. Human Resource
Development
Unit 4

2. What Is a Career?
1. The property of an occupation or organization
2. Advancement.
3. Status of a profession.
4. Involvement in one’s work.
5. Stability of a person’s work pattern
Relationship of Career to Nonwork Activities
Career Development
Career Planning and Career Management

3. STAGES OF LIFE AND CAREER DEVELOPMENT
Stage Views of Adult Development
Model of Adult Development

4. Levinson’s “Eras” Approach to Adult Development
1. They are qualitatively different.
2. Change occurs within each season.
3. There is a transitional period between each season that is part of both
seasons.
4. No season is superior or inferior to another season.
5. Each season contributes something unique to life.
6. There are four seasons or eras in a person’s life
Four Eras
1 Pre-adulthood
2 Early Adulthood (Ages 17–45)
3 Middle Adulthood (Ages 40–65)
4 Late Adulthood (Age 60–Death)

5. MODELS OF CAREER DEVELOPMENT
1 Preparation of Work (age 0-25)
2 Organizational entry (age 18-25)
3 Early Career (age 25-40)
4 Mid career (age 40-55)
5 Late career (age55-Rerirement)

6. THE PROCESS OF CAREER MANAGEMENT
1. Career exploration
2. Awareness of self and environment
3. Goal setting
4. Strategy development
5. Strategy implementation
6. Progress toward the goal
7. Feedback from work and non-work sources
8. Career appraisal

7. Organizationally Oriented Career Management Models
The Pluralistic Approach
A Systems View of Career Management
Team-Based Career Development
• Team members serve as role models
• Teams reward behaviors that enhance team performance and growth,
and personal growth and development
• Teams determine training opportunities both for the team and for
individuals
• The team moves collectively to higher organizational levels
• People move laterally within the team
• The organization evaluates the team; the team evaluates the individual

8. ROLES IN CAREER MANAGEMENT
1 The Individual’s Role
• Knowing What—understanding the industry’s opportunities, threats, and
requirements
• Knowing Why—understanding the meaning, motives, and interests for
pursuing a career
• Knowing Where—understanding the locations and boundaries for entering,
training, and advancing within a career system
• Knowing Whom—forming relationships based on attraction and social
capital that will gain access to opportunities and resources
• Knowing When—understanding the timing and choice of activities within
one’s career
• Knowing How—understanding and acquiring the skill and talents needed
for effective performance in assignments and responsibilities

9. 2 The Manager’s Responsibility
1. Coach—one who listens, clarifies, probes, and defines employee career
concerns
2. Appraiser—one who gives feedback, clarifies performance standards and
job responsibilities
3. Adviser—one who generates options, helps set goals, makes
recommendations, and gives advice
4. Referral Agent—one who consults with the employee on action plans and
links the employee to available organizational people and resources

10. 3 The HRD and Career Development Professional’s Responsibility
1. Start with the recognition that each individual “owns” his or her career
2. Create information and support for the individual’s own efforts at
development
3. Recognize that career development is a relational process in which the
career practitioner plays a broker role
4. Become an expert on career information and assessment technologies
5. Become a professional communicator about your services and the new
career contract
6. Promote work planning that benefits the organization as a whole over
career planning that is unrelated to organizational goals and future
directions
7. Promote learning through relationships at work
8. Be an organizational interventionist, that is, someone willing and able to
intervene where there are roadblocks to successful career management
9. Promote mobility and the idea of the lifelong learner identity
10. Develop the mind-set of using natural (existing) resources for
development

11. CAREER DEVELOPMENT PRACTICES AND ACTIVITIES
Self-Assessment Tools and Activities
Individual Counseling or Career Discussions
1. Opening and Probing—this stage establishes rapport and determines the
employee’s goals for the counseling session(s).
2. Understanding and Focusing—this includes providing assistance in self-
assessment and establishing career goals and strategies.
3. Programming—this stage provides support for implementing the career
strategy
Internal Labor Market Information Exchanges and Job Matching Systems
Job posting
Career path

12. Organizational Potential assessment processes
Potential Ratings
Assessment center
Succession Planning
Development Programs
Job Rotation
Mentoring
ISSUES IN CARER DEVELOPMENT
Developing career motivation
Career Plateau
Career development for Nonexempt employees
Career development without advancement