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11
CAREER PLANNING AND DEVELOPMENT
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Career Planning and Development Definitions
Career – Series of work-related positions a person occupies throughout life
Career planning - Ongoing process whereby an individual sets career goals and identifies means to achieve them
Organizational career planning - Firm identifies paths and activities for individual employees as they develop
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Career Planning and Development Definitions (Continued)
Career path - Flexible line representing employees’movements through opportunities over time.
Career development - Formal approach used by organization to help people acquire skills and experiences needed to perform current and future jobs
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Job Security Versus Career Security
Job security - Protection against job loss within company
Career security - Development of marketable skills and expertise that helps ensure employment within a range of careers
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Job Security Versus Career Security (Continued)
Employability principleEmployability principle – – Employee owes company commitment Employee owes company commitment
while on boardwhile on board Company owes employee opportunity to Company owes employee opportunity to
learn new skillslearn new skills That is as far as commitment goesThat is as far as commitment goes
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Career Planning
Process where plan life’s work Evaluates abilities and
interests Considers alternative career
planning Establishes goals Plans developmental activities
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Individual Career Planning -- Self-Assessment
Learning about oneselfLearning about oneself Strength/weakness Strength/weakness
balance sheetbalance sheet Likes and dislikes surveyLikes and dislikes survey
Assistance on webAssistance on web
© 2008 by Prentice Hall© 2008 by Prentice Hall 7-7-88
Mentoring
Approach to advising, coaching, and Approach to advising, coaching, and nurturing, for creating practical relationship nurturing, for creating practical relationship to enhance individual career, personal, to enhance individual career, personal, and professional growth and developmentand professional growth and development
Mentor may be located elsewhere in Mentor may be located elsewhere in organization or in another firmorganization or in another firm
Relationship may be formal or informalRelationship may be formal or informal
© 2008 by Prentice Hall© 2008 by Prentice Hall 7-7-99
Mentoring/Coaching for Women and Minorities
Some believe that having a mentor is Some believe that having a mentor is essential to essential to make it to the topmake it to the top
Since women and minorities are not Since women and minorities are not equally represented at the firm’s top equally represented at the firm’s top levels, they are often left without a mentor levels, they are often left without a mentor
© 2008 by Prentice Hall© 2008 by Prentice Hall 7-7-1010
Specific Roles of Mentors CoachingCoaching Sponsor advancementSponsor advancement Provide challenging assignmentsProvide challenging assignments Protect employees from adverse forcesProtect employees from adverse forces Encourage positive visibilityEncourage positive visibility Offer personal supportOffer personal support FriendshipFriendship CounselingCounseling Role modeling Role modeling
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Career Paths
Traditional career path Lateral skill path Dual career path
Demotion Free agents (being own boss)
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Career Development
Consists of skills, education, experiences, behavioral modification and refinement techniques that allow employees to work better and add value
Benefits organization and employee
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Career Planning and Development Methods
Manager/ Employee Self Service Discussion with knowledgeable
individuals Company material Performance appraisal system Workshops Personal development plans Sabbaticals