Career Management

Careers and Career Management

Introduction (1 of 2)Career development is important for companies to create and sustain a continuous learning environmentThe biggest challenge companies face is how to balance advancing current employees careers with simultaneously attracting and acquiring employees with new skillsThe growing use of teams is influencing the concept of careerse.g., project careers

2005 Prentice Hall Inc. All rights reserved.10*The Basics of Career ManagementCareerThe occupational positions a person has had over many years.Career managementThe process for enabling employees to better understand and develop their career skills and interests, and to use these skills and interests more effectively.Career developmentThe lifelong series of activities that contribute to a persons career exploration, establishment, success, and fulfillment.

2005 Prentice Hall Inc. All rights reserved.

2005 Prentice Hall Inc. All rights reserved.10*The Basics of Career ManagementCareer planningThe deliberate process through which someone becomes aware of personal skills, interests, knowledge, motivations, and other characteristics; and establishes action plans to attain specific goals.Careers todayCareers are no simple progressions of employment in one or two firms with a single profession. Employees now want to exchange performance for training, learning, and development that keep them marketable.


Introduction (2 of 2)Changes in the concept of career affect:employees motivation to attend training programsthe outcomes they expect to gain from attendancetheir choice of programshow and what they need to know

What Is Career Management?Career management is the process through which employees:Become aware of their own interests, values, strengths, and weaknessesObtain information about job opportunities within the companyIdentify career goalsEstablish action plans to achieve career goals

Why Is Career Management Important? (1 of 2)From the companys perspective, the failure to motivate employees to plan their careers can result in:a shortage of employees to fill open positionslower employee commitmentinappropriate use of monies allocated for training and development programs

Why Is Career Management Important?(2 of 2)From the employees perspective, lack of career management can result in:frustrationfeelings of not being valued by the companybeing unable to find suitable employment should a job change be necessary due to mergers, acquisitions, restructuring, or downsizing

Career Management and Career Motivation (1 of 2)Career motivation refers to:Employees energy to invest in their careersTheir awareness of the direction they want their careers to takeThe ability to maintain energy and direction despite barriers they may encounterCareer motivation has three aspects:Career resilienceCareer insightCareer identity

Career Management and Career Motivation (2 of 2)Career resilience the extent to which employees are able to cope with problems that affect their workCareer insight involves:how much employees know about their interests, skill strengths, and weaknessesthe awareness of how these perceptions relate to their career goalsCareer identity the degree to which employees define their personal values according to their work

The Value of Career MotivationComponents of Career MotivationCareer ResilienceCompany Value Innovation Employees adapting to unexpected changes Commitment to company Pride in workEmployee Value Be aware of skill strengths and weaknesses Participate in learning activities Cope with less than ideal working conditions Avoid skill obsolescenceCareer InsightCareer Identity

What Is A Career?Traditional CareerSequence of positions held within an occupationContext of mobility is within an organizationCharacteristic of the employeeProtean CareerFrequently changing based on changes in the person and changes in the work environmentEmployees take major responsibility for managing their careersBased on self-direction with the goal of psychological success in ones work

Comparison of Traditional Careerand Protean Career:

DimensionTraditional CareerProtean CareerGoalPromotionsSalary increasePsychological successPsychological contractSecurity for commitmentEmployability for flexibilityMobilityVerticalLateralResponsibility for ManagementCompanyEmployeePatternLinear and expertSpiral and transitoryExpertiseKnow howLearn howDevelopmentHeavy reliance on formal trainingGreater reliance on relationships and job experiences

2002 Southwestern College Publishing. All rights reserved.

2005 Prentice Hall Inc. All rights reserved.10*Traditional Versus Career Development FocusTable 101 Source: Adapted from Fred L. Otte and Peggy G. Hutcheson, Helping Employees Manage Careers (Upper Saddle River, NJ: Prentice Hall, 1992), p. 10.


Different generations of employees have different career needs and interests:

A Model of Career DevelopmentCareer development is the process by which employees progress through a series of stagesEach stage is characterized by a different set of developmental tasks, activities, and relationshipsThere are four career stages:ExplorationEstablishmentMaintenanceDisengagement

2002 Southwestern College Publishing. All rights reserved. 10*Special Career Issues for Organizations and EmployeesCareer PlateausEmployees who are stuck at a career level and lack opportunities for upward mobility.Technical and Professional WorkersDual-career ladders provide advancement pathways for specialists and technical employees.Dual-Career CouplesProblems occur when one partner is promoted or transferred, causing the other partner to have to relocate.


2002 Southwestern College Publishing. All rights reserved. 10*Developing Human ResourcesDevelopmentEfforts to improve employees ability to handle a variety of a variety of assignments.Developing Needs AnalysesAssessment CentersA collection of instruments and exercises designed to diagnose individuals development needs.Intent is to identify management potential in participants.


2002 Southwestern College Publishing. All rights reserved. 10*Other Development IssuesPsychological TestingPerformance AppraisalsServe as a source of development informationResults can be difficult to interpret.Succession PlanningThe process of identifying a longer-term plan for the orderly replacement of key employees.


2002 Southwestern College Publishing. All rights reserved. 10*Choosing a Development ApproachJob-Site MethodsCommittee Assignment/ MeetingsJob RotationAssistant to PositionsOn-line DevelopmentCorporate Universities Career DevelopmentLearning OrganizationIndividual Coaching


2002 Southwestern College Publishing. All rights reserved. 10*Choosing a Development Approach (contd)Sabbaticals and Leaves of AbsenceClassroom Coursesand DegreesHuman Relations TrainingOff-Site MethodsOutdoor TrainingSimulations (Business Games)


A Model of Career Development (continued)

ExplorationEstablishmentMaintenanceDisengagementDevelopmental tasksIdentify interests, skills, fit between self and workAdvancement, growth, security, develop life styleHold on to accomplishments, update skillsRetirement planning, change balance between work and non-workActivitiesHelpingLearningFollowing directionsMaking independent contributionsTrainingSponsoringPolicy makingPhasing out of workRelationships to other employeesApprenticeColleagueMentorSponsorTypical ageLess than 3030 4545 6061+Years on jobLess than 2 years2 10 yearsMore than 10 yearsMore than 10 years


The career management process:Self-AssessmentReality CheckGoal SettingAction Planning

Components of the Career Management Process: (1 of 2)Self-AssessmentUse of information by employees to determine their career interests, values, aptitudes, and behavioral tendenciesOften involves psychological testsReality CheckInformation employees receive about how the company evaluates their skills and knowledge and where they fit into company plans

Components of the Career Management Process: (2 of 2)Goal SettingThe process of employees developing short- and long-term career objectivesUsually discussed with the manager and written into a development planAction PlanningEmployees determining how they will achieve their short- and long-term career goals

Design factors of Effective Career Management Systems: (1 of 2)System is positioned as a response to a business need or supports a business strategyEmployees and managers participate in development of the systemEmployees are encouraged to take active roles in career managementEvaluation is ongoing and used to improve the systemBusiness units can customize the system for their own purposes

Design factors of Effective Career Management Systems: (2 of 2)Employees need access to career information sourcesSenior management supports the career systemCareer management is linked to other human resource practices such as training, recruiting systems, and performance managementSystem creates a large, diverse talent poolInformation about career plans and talent is accessible to all managers

Elements of Career Management Websites

User AccessWebsite FeaturesSelf-assessment toolsJobs databaseTraining resourcesEmployee profile databaseJob dataMatching engineSalary informationTools and services Assessment, onlineCareer management adviceTraining programs, development resources


Shared Responsibility:Roles in Career ManagementManagerEmployeesCompanyHR Manager

Employees Role in Career ManagementTake the initiative to ask for feedback from managers and peers regarding their skill strengths and weaknessesIdentify their stage of career development and development needsSeek challenges by gaining exposure to a range of learning opportunitiesInteract with employees from different work groups inside and outside the companyCreate visibility through good performance

Managers Role in Career Management

RolesResponsibilitiesCoachProbe problems, interests, values, needsListenClarify concernsDefine concernsAppraiserGive feedbackClarify company standardsClarify job responsibilitiesClarify company needsAdvisorGenerate options, experiences, and relationshipsAssist in goal settingProvide recommendationsReferral agentLink to career management resourcesFollow up on career management plan


HR Managers Role in Career ManagementProvide information or advice about training and development opportunitiesProvide specialized services such as testing to determine employees values, interests, and skillsHelp prepare employees for job searchesOffer counseling on career-related problems

Companys Role in Career ManagementCompanies are responsible for providing employees with the resources needed to be successful in career planning:Career workshopsInformation on career and job opportunitiesCareer planning workbooksCareer counselingCareer paths

Evaluating Career Management SystemsCareer management systems need to be evaluated to ensure that they are meeting the needs of employees and the businessTwo types of outcomes can be used to evaluate:Reactions of the customers (employees and managers) who use the career management systemResults of the career management systemEvaluation of a career management system should be based on its objectives

2005 Prentice Hall Inc. All rights reserved.10*The Individual Accept responsibility for your own career. Assess your interests, skills, and values. Seek out career information and resources. Establish goals and career plans. Utilize development opportunities. Talk with your manager about your career. Follow through on realistic career plans.The Manager Provide timely performance feedback. Provide developmental assignments and support. Participate in career development discussions. Support employee development plans.The Organization Communicate mission, policies, and procedures. Provide training and development opportunities. Provide career information and career programs. Offer a variety of career options.Roles in Career DevelopmentTable 102 Source: Fred L. Otte and Peggy G. Hutcheson, Helping Employees Manage Careers (Upper Saddle River, NJ: Prentice Hall, 1992), p. 56.


2005 Prentice Hall Inc. All rights reserved.10*Sample AgendaTwo-Day Career Planning Workshop Figure 102 Source: Fred L. Otte and Peggy Hutcheson, Helping Employees Manage Careers (Upper Saddle River, NJ: Prentice Hall, 1992), pp. 2223. In addition to career development training and follow-up support, First USA Bank has also outfitted special career development facilities at its work sites that employees can use on company time. These contain materials such as career assessment and planning tools.


2005 Prentice Hall Inc. All rights reserved.10*Example of Some Occupations that May Typify Each Occupational ThemeFigure 10A3 Source: James Waldroop and Timothy Butler, " Finding the Job You Should Want, Fortune, March 2, 1998, p. 211.


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Career Management