Uploaded byArif Partono
HRM Davies Chapter 11 career plan 2014
This document discusses career planning and development. It defines key terms like career, career path, and career goals. It emphasizes the importance of individual career planning and outlines the roles of both employees and HR in developing career plans. HR can help by providing career information and guidance, developing employees, and addressing career problems or halts. The goal of career planning is to align individual ambitions with organizational needs to increase productivity, satisfaction and retention.
More Related Content
Similar to HRM Davies Chapter 11 career plan 2014
HRM Davies Chapter 11 career plan 2014
- 1. TELKOM UNIVERSITY 2014 1 Werther, Jr., W.B., & Davis, K. (2006). Human Resources & Personnel Management. (5th Edition). Singapore. McGraw Hill Chapter 11
- 2. THE QUESTIONS TELKOMUNIVERSITY 2014 2 •How’s my career in this company? •Is there any training & development program that could help me to get promoted? •How can I develop my career here? •Why is not company provide career guidance? •When someone get promoted, is he/she earned it?
- 3. TERMS USED INCAREER TELKOM UNIVERSITY 2014 3 TERMS DESCRIPTION CAREER Jobs carried out by a persons while they served the organization CAREER PATH Sequential patterns of jobs which form the person’s career CAREER GOALS Future position that someone will/can achieve CAREER PLAN Proccess by which individual choose a career goals and career path CAREER DEVELOPMENT Improving knowledge, skills, & ability and performance to achieve career plan
- 4. INDIVIDUAL CAREER ILLUSTRATION TELKOM UNIVERSITY 2014 4 Graduate Work / start own business Rotation, transfer, promotion Resignation New job Rotation, transfer, promotion Career goals Personal Development
- 5. IS IT NECESSARYTO PLAN? TELKOM UNIVERSITY 2014 5 •YES •Individual/employee must know what to expect in the future •Prepared what is necessary (performance, experiences, education) •Act according to their career plan
- 6. TELKOM UNIVERSITY 2014 6 Example of the Career stage @ ARMY
- 7. MACAM KENAIKAN PANGKAT 1. REGULAR ADVANCEMENT (obliged to requirement) 2. SPECIAL ADVANCEMENT a.Special assignment involving life-treathening mission or contributed beyond the call of duty b.Advancment regarding retirement for the job welldone and good performance c.Advancement after the combat duty (KENAIKAN PANGKAT MEDAN TEMPUR-KPMT). d.UTK PA, KPMT DIGANTIKAN DLM BENTUK PRIORITAS PENDIDKAN, JABATAN ATAU PENAMBAHAN MDP SEBANYAK 6 (ENAM) BULAN. TELKOM UNIVERSITY 2014 7
- 8. 3. KENAIKAN PANGKATMINIMAL a. LETDA KE LETTU : MDP 3 TAHUN ( LULUSAN SESARCAB ) b. LETTU KE KAPTEN : MDP 7 TAHUN ( LULUSAN SESARCAB ) c. KAPTEN KE MAYOR : MDP 12 TAHUN ( LULUSAN SELAPA) MDP 13 TAHUN ( LULUSAN SESARCAB + DIKBANGSPES ) MDP 14 TAHUN ( LULUSAN SESARCAB ) d. MAYOR KE LETKOL : MDP 16 TAHUN ( LULUSAN SESKO ANGKATAN ) MDP 17 TAHUN ( LULUSAN SELAPA + DIKBANGSPES ) MDP 18 TAHUN ( LULUSAN SELAPA ) MDP 19 TAHUN ( LULUSAN SESARCAB + DIKBANGSPES ) MDP 20 TAHUN ( LULUSAN SESARCAB ) TELKOM UNIVERSITY 2014 8
- 9. e. LETKOL KEKOLONEL : MDP 21 TAHUN ( LULUSAN SESKO ANGKATAN ) MDP 22 TAHUN ( LULUSAN SELAPA + DIKBANGSPES ) MDP 23 TAHUN ( LULUSAN SELAPA ) MDP 24 TAHUN ( LULUSAN SESARCAB + DIKBANGSPES ) MDP 25 TAHUN ( LULUSAN SESARCAB ) f. KOLONEL KE BRIGJEN : MDP 26 TAHUN ( LULUSAN SESKO TNI ) MDP 27 TAHUN ( LULUSAN SESKO ANGKATAN ) MDP 28 TAHUN ( LULUSAN SELAPA + DIKBANGSPES ) TELKOM UNIVERSITY 2014 9
- 10. CAREER PATH INACTION TELKOM UNIVERSITY 2014 10 Management Trainee Marketing officer 2 y.o.e Marketing senior officer 2 y.o.e Assistant Manager for marketing 1 y.o.e Regional Marketing manager 2 y.o.e National Marketing Manager 1.5 y.o.e GM Marketing 2 y.o.e Director of marketing 2 y.o.e
- 11. CAREER PATH INACTION TELKOM UNIVERSITY 2014 11 HR Trainee HR officer HR senior officer HR site manager Regional HR manager SBU HR Manager National HR Manager Director of HR
- 12. IMPORTANT NOTES TELKOMUNIVERSITY 2014 12 •Career plan is the responsibility of each individual •HR only act as the facilitator •Career movement is now always to the top •Career goals should not be rigid, they should be evaluated as they go •How far will you go to pursuit your career (time, efforts, money)
- 13. BENEFIT OF CAREERPLANNING TELKOM UNIVERSITY 2014 13 Increase productivity Improveing attitude & motivation Improving the job satisfaction Reduce turnover Experienced workers Increase loyality & commitment Internal sources for the company Optimized employee potential Help individual to understand their career Reduce pilling of the employee
- 14. EMPLOYEE ROLES TELKOMUNIVERSITY 2014 14 •Inform their supervisor about the career plan •Specification they possess •Commitment to pursue the goals •Employee should realize that they should not rest their career in one company •Realizing that there is a trade-off between career and their time/efforts
- 15. WHAT EMPLOYEE WANT TELKOM UNIVERSITY 2014 15 Career equity (adil) Supervisory concern (perhatian) Awareness of opportunities (kesempatan) Employment interest (keleluasaan pilihan) Career satisfaction (kepuasan)
- 16. HR ON CAREERPLANNING TELKOM UNIVERSITY 2014 16 •Prepare the clear path for each employee •Inform the path to all employee •Prepare detail information about each position (experience, salary, task, training, location, work demand) •Set up development program for the employee •Encourage employee to learn and understand the importance to relate their personal career with the path in the organization •Compile and study the individual career plan for each emplyee and align them with the HR plan EDUCATION – INFORMATION - COUNCELLING
- 17. HR ON CAREERPROBLEMS TELKOM UNIVERSITY 2014 17 •Conduct routine councelling for those who need •Monitor the growth and decline in the business •Aware of the strategic changes •Supervisor and management problems •Unmet career plan
- 18. HR ON CAREEREDUCATION TELKOM UNIVERSITY 2014 18 •Only few company regards career plan and education as an important matter •Fewer employee care about their career, until it’s too late •Limited information and written document about career path •There are growing need for the career educational program to encourage the employee to be aware of their career
- 19. CAREER INFORMATION PLANNING TELKOM UNIVERSITY 2014 19 •If the company already has the career program, then the information should made availableand deliver to the employee •What kind of information needed in career path; •Job description & spesification. Job family, different job which require almost the same skills •Career path available •The requirement •The career development program from the company (if there are any) •Job progression ladder part of the career path
- 20. JOB PROGRESSION LADDER TELKOM UNIVERSITY 2014 20 Tax administrator Financial Administrator Marketing Administrastor HR Administrator
- 21. CAREER PLAN COUNSELLING TELKOM UNIVERSITY 2014 21 •HR shuld identify and compile the employee interest and the KSA •Clearly describe whether there are any chance that the interest can be met by the company, and in how much time •Describe the alternative which is available •Conducting measurement (test, training, rotation, transfer) to evaluate the employee KSA with their interest
- 22. CAREER PLAN COUNSELLING TELKOM UNIVERSITY 2014 22 Individual assessment •Career plan is only part of the individual life plan •What is your plan for your life? What will you become in certain years? •What is your career plan? •Is your life and career plan align? •Can the company met both of your plan •Do I have the ability to achieve the plan?
- 23. CAREER PLAN COUNSELLING TELKOM UNIVERSITY 2014 23 Environment assessment •Individual skills should adjusted to the environment requirement Career counselling process •Should be conducted with cautious and fair •What we should understand is that eventough we tought we had the capabilities, oftentimes there is other guy that get promotion. There are many reasons for this condition
- 24. CAREER HALT TELKOMUNIVERSITY 2014 24 •Two sides of the stories: •Employee factors •Non employee factors
- 25. CAREER HALT TELKOMUNIVERSITY 2014 25 •Employee factors: •Can not define own goals •Not enough KSA •Lack of confidence •Non employee factors: •Value •System •Supervisor http://www.telegraph.co.uk/finance/jobs/9877132/Career-change-how-to- make-it-happen.html
- 26. CAREER PLAN TELKOMUNIVERSITY 2014 26 •An act of the individu to achieve their career goals, both individually and with the support from the HR http://www.decision-making-solutions.com/career_change_decision.html
- 27. INDIVIDUAL CAREER PLAN TELKOM UNIVERSITY 2014 27 •The alternatives; •Maintain good performance •Expose themselves •Build network •Resignation from current job •loyalty •The availablity of the sponsor or mentor •Opportunity to advance •Experience and KSA
- 28. CAREER PLAN FROMHR TELKOM UNIVERSITY 2014 28 •Supported by the management (acknowledge in a written system) •Performance appraisal and career counselling •Conduct routine assessment to measure the readiness of the employee to advance