Career Planning and Development

Career Planning and DevelopmentChapter 10

John Wiley & Sons Australia

ObjectivesUnderstand the importance of career planning and developmentIdentify the responsibility for career planning and developmentDiscuss the HR departments role in career planning and developmentDiscuss some of the major factors contributing to successful career developmentUnderstand the preparation desirable for a career in HRM


Course Overview- A Big Picture & Where We AreHuman Resource Management (Stone)Part 1

IntroducingHRM(Ch1-4)

Part 3

DevelopingHR(ch8-10)

Part 2Determining,Attracting, &Selecting HR(ch5-7)Part 4

RewardingHR(ch11-13)

Part 5 Managing HR(Ch14-19)

Part 6

HR in a Changing World(Ch 20-21)Part 7

Assessing HRM(Ch 22)

Today: Ch8. Perf appraisal & magtCh9. HRdevelopmentCh10. Careerdevelopment


Career GoalsWhat do you want to get from your career?

What is the difference between a career and a job?MoneyStatusMeaning of lifeLiving StandardChallenges


Boundaryless careersCareers that involve switching jobs, specialisations, companies, industries and location.

They may involve:UpwardsDownwardsSideways moves.


CAREER PLANNING AND DEVELOPMENTInvolves two processes:career planning (employee centred) career management (organisation centred).Benefits to organisational: communication of career opportunities to employees (enhance retention)a better match between employee career aspirations and organisational opportunitiesachievement of EEO goals.Benefits employees: better self-understanding better identification of desired career goals.


EMPLOYEES RESPONSIBILITY QUESTIONS TO CONSIDERIt is the employees responsibility to:analyse their situation, identify their career objectives and develop action steps to achieve their objectives.keep themselves marketable.

Key questions to consider:If employees are passive they may lose their employability. Still, many employees ignore their responsibility


The HR departments responsibilityProvide: career education information, vocational guidance, career counselling information, on-the-job opportunities and career options.

Career counsellingInvolves giving information and advice to employees to facilitate their career planning and development.


Factors to consider in career developmentPerformanceExposureEmployer reputationNepotismMentoringIngratiationDevelopmentInternational experienceLanguage skillsComputer and keyboard skillsNetworkingGoal settingGolfAppearance


CareersPlateauPoint in an individuals career where the probability of further advancement is negligible

MeltdownOccurs when an employees career commences a downward spiral. Typically characterised by termination, demotion, being bypassed for promotion and being politically marginalised.


CareersTransitionInvolves a significant change in an employees career via transfer, demotion, promotion, overseas assignment or switch from one occupation to another.Dual CareersSituation where both spouses or partners have career responsibilities and aspirations.OutplacementSpecial assistance given to terminated employees to help them to find jobs with other organisations.


Worklife balanceWorklife conflict implications?DownshiftersEmployees who make a voluntary long-term lifestyle change involving less work, less income and less consumption.Flame-out trackA situation where employees work to excess, make lots of money, acquire many assets and then quit to take an open-ended sabbatical.


Careers in HRMJob varietyRemunerationWorking conditionsCareer preparationAccreditationHRM as a professionProfessional associationsProfessional literature


HRM AS A PROFESSIONJob variety Exists for both generalist and specialist HRM

RemunerationLagged behind employees in other functions.As it becomes more of a profit contributor and strategic business partner, the monetary differential is reducing. Working conditionsCareer preparationEducationCompetenciesExperiencesAccreditation


SummaryIncreasing competition, accelerating change and relentless restructuring have made career planning and development critical for both organisations and employees.Effective planning is critical to meeting objectives.Prime responsibility for career planning is with the employee, however, the organisation should facilitate the process.


TUTORIAL EX.Plugging into a Career Plan at Consumer ElectronicsSam has been an employee at Consumer Electronics for three years. He has worked in the warehouse since his first day with CE and has seen most of his co-workers get promoted to sales and beyond, Consumer Electronics has a promotion-from-within policy. All of the current sales staff started working in the warehouse. Before they moved into sales, though, most of them took courses at a local community college in sales and marketing, and some even took courses in electronics repair and maintenance, The company does not formally require such courses of its salespeople and does not reimburse them for their tuition costs.Sam does not think he needs these courses. He has tinkered with electronic devices since he was in grade school, so he is sure the electronics courses would be a waste of time. Further, he worked in sales at a furniture retailer for a year and a half before he got his job and was the top seller during his last quarter there. He feels he is qualified for a sales job right now.When he was given the opportunity to work on the loading dock, Sam turned it down because it was still a warehouse job He also applied for higher-level jobs in the company but never got them. He had hoped to be a sales manager by now, but he is, still in the warehouse. Now he finds it hard to care much about his job or the organization, and keeps wondering if he will be fired.


TUTORIAL EX.Select the best ideas generated in your team and share them with the class:What do you think Consumer Electronics should do about Sam's career aspirations?If you were Sam's supervisor, what would you say to him and what would you do?If you were a consultant to Consumer Electronics, what advice would you give top management about the company's lack of a formal development program for employees? At least part of the problem appears to be that Sam isn't taking responsibility for his own development and advancement. Identify how Sam can do more to advance his own career. Do you think it's possible for all people to learn the skills necessary to develop and. advance themselves? Or is this an area in which some people excel and others don't? Support your answer with arguments.


PG 372Realistic career planning forces employees to be proactive and to anticipate problems and opportunities.PG 373Proactive employees continually ask questions:

Pg 390Some people work in HRM without academic qualifications but as the job becomes more sophisticated tertiary education is essential.

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Career Planning and Development