This document discusses career planning and management. It defines career as a sequence of work-related experiences and activities over a person's life. Career planning is a systematic process to decide career goals and paths to achieve them. Career management helps employees become aware of their interests/skills and identify career goals. There are four stages of career development: exploration, establishment, maintenance, and disengagement. Effective career management systems develop committed employees and positive job performance through components like self-assessment, reality checks, goal-setting, and action planning.

1. Group No. 8
CAREER PLANNING AND
MANAGEMENT

2. CAREER
• According to Hall’s, a career refers to the
individual sequence of attitudes and behavior
associated with work related experiences and
activities over the span of the person’s life.

3. Depending on:
-Stage of
career
development
-biological
changes
• Employees
position
• Job
experiences
• tasks
A series of work
related
experiences
CAREER
Employees
values needs
& feelings CAREER
WORK
EXPERIENCE

4. • Four different meanings can be accepted to the
concept of career:-
• As advancement- sequence of promotion or
upward moves in a company during the
person’s work life
• As profession- certain occupations which have
a clear pattern of advancement.
• A lifelong sequence of job
• A lifelong sequence of role related experience

5. CAREER PLANNING
• A systematic process by which one decides his/her
career goals and the path to reach these goals.
Organization point of view
• A technique for mapping out the entire career
of employees from employment stage to
retirement stage.
• It involves discovery, development, planned
employment and reemployment.

6. NEEDS FOR CAREER PLANNING
1. Attract competent person and retain them in the
organization.
2. Provide suitable promotional opportunities.
3. Map out careers of employees suitable to their ability and
their willingness to be trained and developed for higher
positions.
4. Ensure better utilization of managerial reserves within an
organization.

7. 5. Reduce employee dissatisfaction and turnover.
6. Improve employee morale and motivation by
matching their skills to job requirements.
7. Provide guidance and encouragement to
employees to fulfill their potential.
8. Achieve higher productivity and organization
development.

8. 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.
• Identify career goals.
• Establish action plans to achieve career goals.

9. IMPORTANCE OF CAREER
MANAGEMENT
Company’s perspective:
• Any failure in motivating the employees to plan
their careers can result in:
-shortage in employees to fill open positions
-lower employment commitment
-inappropriate use of duties allocated for
training and development programs

10. Employees’ perspective:
-frustration
- feeling of not being valued in the company
-being unable to find suitable employment

11. CAREER MANAGEMENT’S INFLUENCE ON
CAREER MOTIVATION
• Maximize career motivation.
• Career motivation refers to employees’ energy to
invest in their careers, their awareness of the
direction they want their career to take and their
ability to maintain energy and direction despite
barriers they may encounter.

12. Extent to which
employees are able to
cope with problems
that affect their work
It involves-
1)How much employees
know about their
interest, skills,
strengths and
weaknesses.
2)Awareness about how
these perceptions relate
to their career goals
Degree to which
employees define their
personal values
according to their work
Career
resilience
Career
Insight Career Identity
Three aspects of career motivation

13. A MODEL OF CAREER
DEVELOPMENT
• Career development is the process by which the
employees progress through a series of stages
• There are three models of career development;
- life cycle model
-organization-based model
-directional pattern model

14. CAREER STAGES
• Four career stages:
• Exploration
• Establishment
• Maintenance
• disengagement

15. EXPLORATION STAGE
• Individuals attempt to identify the type of work that
interest them.
• After identify the type of work ,individuals can
pursuing the needed education or training.
• Exploration continue when the individual start a
new job.

16. ESTABLISHMENT STAGE
• Individuals find their place in the company
• Employees who have reached the establishment
stage are considered to be colleagues.
• There are less dependent on more experienced
employees than those in exploration stage

17. MAINTENANCE STAGE
• The individuals is considered with keeping skills up
to date.
• Employees can be valuable trainers or mentors for
new employees.
• Employees may be asked to review or develop
company policies or goals

18. DISENGAGEMENT STAGE
• Individuals prepare for a change in the balance
between work and non-work activities.
• They may take on the role of sponsor
• Disengagement typically means to retire and
concentrate entirely on non-work activities
• Disengagement phase means gradual reduction in
work hours

19. CAREER MANAGEMENT
SYSTEMS

20. • A career management system helps employees,
managers and the identity career development
needs.
• Effective career management systems develop
employees who are more committed to the
company and also have a positive influence on
employee’s job performance.

21. FOUR COMPONENTS
• Self-assessment
• Reality check
• Goal Setting
• Action Planning

22. SELF ASSESSMENT
• Refers to use of information by the employees to
determine their career interests, values aptitudes
and behavioral tendencies.
• Involves tests such as ,
Strong –Campbell Interest Inventory
Self Directed Search

23. REALITY CHECK
• Refers to information employees receive about how
the company evaluate their skills and knowledge and
where they fit into company’s plans.eg-potential
promotion opportunities
• This information is provided by the employee’s
manager as a part of perfomance appraisal.

24. GOAL SETTING
• In goal setting the employees develop short and
long term career objectives.
• These goals usually relate to desired positions,
level of skill application, work setting or skill
application.
• The goals are discussed and written into a
development plan which includes description of
strengths and weaknesses, goals and
development activities to reach the goal.

25. ACTION PLANNING
• Employees determine how to achieve their long
and short term career goals.
• It involve enrolling in training courses and
seminars, conducting informational interviews or
applying for job openings within the company.