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7/28/2019 Career Developemt 2
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CAREER
DEVELOPMENT
1.Career: its defined as a sequence of position
occupied by a person during the course of life.
Thus, any work, paid or unpaid, pursued over an
extended period of time can constitute a career.
2.Career development: this is the long term
career effectiveness and the success of
organizational personnel.
Its a lifelong series of activities that contribute
to a persons career exploration, establishment,
success and fulfillment.
There is an increasing need for individuals totake charge of the development of their ownlearning and careers for a variety of reasons:
There is increasing rate of change of our
organizations and in the knowledge and skillswe need to perform our jobs.
Career ladders are rapidly shrinking ordisappearing as reorganizations lead to flatter
structures.
Career development (CD) is now the primaryresponsibility of individuals in organizations.
A recent survey of Human ResourceDevelopment Directors (1) indicates that theyconsider CD to be their least importantfunction.
This correlates with recent trends ofdisappearing corporate career paths and jobsecurity.
Career planning has been defined as the involving
sequence of a persons experiences over time Succession planning-involves identification of
vacancies that are likely to occur at higher levels andlocating probable successors.
Career Development is concerned with a broadersubject matter of a conceptual or theoretical natureand the development of personal attitudes. Itcomprises all learning experiences, both on and off thejob, including formal, classroom training.
Career development-the personal movements an
individual makes to achieve his/her career plan.
Activities undertaken by individual employees
and organization to meet career aspiration and
job requirements.
Career managementthe process of designing
and implementing plans to enable the
organization to satisfy employee needs and allow
individuals to achieve their goals.
http://alumni.caltech.edu/~rouda/AHRD.htmlhttp://alumni.caltech.edu/~rouda/AHRD.htmlhttp://alumni.caltech.edu/~rouda/AHRD.htmlhttp://alumni.caltech.edu/~rouda/AHRD.html7/28/2019 Career Developemt 2
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Effective organizational career development:
1. Ensures that the needed talent will be
available:
The organization helps the individual employees
to better align their needs and aspirations with
those of the organization
-increase the probability that the right people
will be available to manage the organizations
changing staffing requirements.
2. Improves the organizational ability to
attract and retain high talent personnel:
organizations will always try to maintain
their employees.
Individuals may give preference to
employers who demonstrate a concern for
the employees future.
3. Ensure that minorities and women will
have opportunities for growth and
development:
Equal employment opportunity legislation
and affirmative action programmes demand
the minority groups and women get
opportunities for growth and development
that will prepare them for greaterresponsibilities within the organization.
NB: Affirmative action is the specific and the positive
action taken to eliminate the present effects and the
past discrimination.
4.Reduce employment frustration:
As the education level of workforce has
risen, so has the occupational aspiration.
Due to the slowing of the economic growth
and reduced advancement opportunities in
the past, the result was increased.
Frustration by employees when they saw a
significant disparity between their
aspiration and their actual opportunities.
0 5 10 15 20 25 30 35 40 45 50 55 60 65 70 75
THE CAREER STAGESEXPLORATION ESTABLISHMENT MID CAREER LATE CAREER DECLINE
Age
Performance
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i)Exploration:
This is the time when the number of
expectations about ones career are
developed, many of which areunrealistic. Such expectations of course
may be dormant for five years and then
pop up later to frustrate both the
employee and the employer.
ii) Establishment:
This period begins with the search for work
and includes getting your first job. Its time
that begins with uncertainty and anxieties.
Its marked by making mistakes, thelearning from the mistake and the gradual
assumption of increased responsibility.
However, individuals in this stage have yet
to reach their productivity and rarely are
they given work assignment that carry great
power or high status.
iii) Mid career:
this is a time where individuals continue
their improvements in performance, level-
off or begin to deteriorate.
At this stage, the first dilemma is accepting
that one is no longer seen as a learner.
Mistakes take greater penalties.
To those who make the successful
transaction go for a greater responsibilities
and rewards. For others, it may be a time
for re-assessment, job changes adjustments
or priorities or the pursuit of the alternative
lifestyle i.e. making geographical motive or
going back to college.
iv)Late Career:.
Their value to their organization lies heavily in
their judgment built up over many years and
through varied experiences and sharing with and
teaching others based on the knowledge they
have gained.
Its time when individuals recognize that they
have decreased work mobility and may be
locked into their current job.
One begins to look forward to retirement and
the opportunities produce something different.
v)Decline Stage:
adjustments will of course have to be made
regardless of whether one is leaving a sparkling
career or a dismissal career. After severaldecades of continued achievement and high
levels of performance, the time has come for
retirement. These individuals are forced to step
out of the limelight and give up a major
component of their identity.
The regimentation that the work provided will
no longer be there, responsibilities will be fewer
and life will be less structured.
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As a result, its a difficult stage for anyone to confront.
INDIVIDUAL CAREER DEVELOPMENT:
This requires that the people to become knowledgeable of
their own needs, values and personal goals. This can be
achieved through a three-step; self assessment process.Step1. Identification and organization:
the best place to begin is by drawing up a profile of your
education record. Next, begin to assess your occupational
experience.
List each job you have held the organization you unlike.
For your overall level of satisfaction, what you liked most
and least about the job, and why you left. Confront the fetes
and list them as such.
REHABILATING CAREER PLATEAUS
Provide alternative means of recognition
Develop new ways to make current jobs more
satisfying
Reassignment
Reality based self-development programmes
Change managerial attitude towards
plateaued employees
Measures to make career planning
successful1.Top management support
2.Expansion
3.Clear goals
4.motivated and hardworking staff
5.Proper selection of employees
6.Proper age balance
7,Fair promotion policy
8.Management of career stress
9.Internal publicity
10.Continuity
Role of the organization
Challenging jobs
Dissemination of career option information
Job posting/publizing job vacancies
On and off the job experiences
Appraising employee performance
Assessment Centre's
Career counseling
Career development workshops
Continuing education and training
Periodic job changes Sabbaticals
Role of the organnization
Identify and organize skills, interests and
work-related needs and values
Provide accurate information regarding skills,
work experience ,interests and career
aspirations
Self development plans
Step 2.Conversion into general fields and
specific goals.organizational settings or fields of endeavors,
where these will be a good match then you can
become specific and identify dishonest job
goals. When you are able to identify limited set
of occupations that have interest to you, you can
start to align this with your abilities and skills.
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Step 3.Testing against realities.
The last/final step in testing your selection
against the realities of the market place.
This can be done by going out and talking
with personnel specialists andknowledgeable people in the field,
organizations or job you desire. This
interaction should provide reliable feedback
as to the accuracy of your self-assessment
and the opportunities in the field and the
jobs that interest you.
Career planning: it means matching the
individual strengths and weaknesses with
occupational opportunities and threats.
Aims and objectives of career planning.
Career planning aims at matching individualspotentials for promotion and individual
aspiration with organisational needs and
opportunities.
Career planning is making sure that the
organisation has the right people with the right
skills at the right time.
It focuses on future needs and opportunities
of the employee.
In the process, it opens avenues for growth
to high levels of responsibilities for each
and every employee of the organization,
through activities to equip the individuals
with the requisite for succession
The principle objective of Career Planning:
1. to secure the right man at the right job and at
the right time
2.to maintain contented team of employees.
Roles of career planning:
1. motivates employees to grow.
2. motivates employees to avail in the training
and development programmes.
3. Increases employee loyalty as they feel
organisations care about them through careerplanning for them, so they integrate their goals
with the goals of the organizations.
4. Encourage employees to remain in an
organization.
5. Contributes to manpower planning as
well as organisational development andeffective achievement of corporate goals.
6. it helps employees in thinking of long
term involvement with organisations. 7.
Provides general scenario of career
opportunities in the organisations.
8. it gives and idea of direction towards
growth.
Differences between Career Planning
and Career Development:
Career planning involves the search fordirection that leads to education and basic
experience in pursuing a particular type of
career or job. Career planning usually
occurs during high schools, students
explore career options engaged in career
counseling and testing and gain basic
experience through part time work.
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Career planning continues through the early
20s especially if the person attended
college. its common to try on several ideas
of a certain career but discard those ideas asmore to college is part of career planning.
While: Career Development is a process of
managing life, learning and work. Career
development is a term used to describe the
management of work related activities
throughout your life.
At best, career development includes a
written or a thought out plan that sets small
goals for the next one and five years to help
you achieve your goals for the chosencareer. Career development can include
obtaining higher degree, taking as single
classes or seminars, obtaining additional
training and consciously taking an
additional work.
REFERENCES:
1.Julie Beard Well& Tim Clay don,(2010). Human
Resource Management(6th edn) United Kingdom.
Great Britain.
2.Lloyd L. Brars,Lessie W. Rue,(2008). Human
Resource Management(9th edn) New York, Mc. Graw
Hill
3. Dressler, G.(2008). Human Resource Management,
(11th edn). Pearson Inc. Jersey.
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