HRM

1. Career planning & development for employees. By:Abhishek P Das PGM 07060481 MBA IT June 2007

10. Organizational and Individual Career Planning Perspectives Figure 10 –1

11. Career Management for Individuals Setting Career Goals Self-Assessment Feedback on Reality Career Management

12. How People Choose Careers Career Choice Social Background Interests Self-Image Personality

13. Length of Time Employees Stay With Employers Figure 10 –2 Source: U.S. Department of Labor, Bureau of Statistics, 2001

14. General Career Periods Figure 10 –3

15. Late Career/Retirement Territoriality Self- Management Need to Belong Pride in Achievement Retirement Adjustment Goals

17. The “Portable” Career Path Figure 10 –4

18. Dual-Career Paths for Engineers Figure 10 –5

20. Development vs. Training Figure 10 –6

21. The HR Development Process in an Organization Figure 10 –7

22. The HR Development Process HR Development Re-Development Make or Buy? Developing Specific Capabilities Lifelong Learning

24. Succession Planning Process Figure 10 –8

25. Choosing a Development Approach Job-Site Methods Committee Assignment/ Meetings Job Rotation “ Assistant to” Positions On-line Development Corporate Universities Career Development Learning Organization Individual Coaching

26. Possible Means Used in a Learning Organization Figure 10 –9

27. Choosing a Development Approach (cont’d) Sabbaticals and Leaves of Absence Classroom Courses and Degrees Human Relations Training Off-Site Methods Outdoor Training Simulations (Business Games)

28. Advantages and Disadvantages of Major Development Approaches Figure 10 –10a

29. Advantages and Disadvantages of Major Development Approaches Figure 10 –10b

30. Managerial Lessons and Job Experience Figure 10 –11

31. Management Development Managerial Modeling Management Coaching Mentoring Executive Education