Professional Studies 3A

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By Ditshego Mokobodi

Student No: 201214576

LIFE ORIENTATION GRADE 10

TOPIC : Careers and career choices

Career Career ChoicesChoices

Putting the Pieces Together Putting the Pieces Together

Career Career ChoicesChoices

PlanningPlanning

InterestInterest

GoalsGoals

SkillsSkills

PreparationPreparationEducationEducation

SalarySalary

Introduction

The concepts of career and career management is

important in order to retain and motivate employees.

These companies do provide resources supporting

careers such as development opportunities, mentoring,

and training managers in how to coach employees.

A major challenge is how to balance advancing current

employees’ careers with simultaneously attracting and

acquiring employees with new skills.11 - 5

Career planning what’s that??

“Career planning

consists of activities

and actions that you

take to achieve your

individual career

goals”

WHAT IS A CAREER?

A career is a person’s chosen

profession or occupation.

A Career is all the jobs that held

during ones working life.

WHAT IS CAREER??

Job vs. Career

Job – “What can I do now to make money?”

Career – Chosen Profession for your life.

Requires a willingness to get the training

needed to build your skills for the future.

A career is the work a person does. It is the

sequence of jobs that an individual has held

throughout his or her working life E.g.

occupation of nursing.

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Career And Succession Planning

Why career planning?

Career planning seeks to meet the following objectives Attract and retain talent.

Use human resources properly and achieve

greater productivity.

Reduce employee turnover.

Improve employee morale and motivation.

Meet the current and future human resource

needs. of the organization.

Career planning : An ongoing process

Here You… Explore your interests

and abilities Strategically plan your

career goals Create your future work

success by designing learning and action plans to help you achieve your goals.

How important is career planning?

People leave an organization due to lack of career

growth

Deeper focus on an employee’s aims and

aspirations

Degree of clarity

Helps in identifying handicaps & the blind spots to

overcome

Significant motivator

Key retention tool

Critical human resource strategy

Steps:

What are your interest?

What do you want to be?

What are your skills?

What types of careers fit your skills and

interest?

How do you prepare for the career?

Planning

What are your interests?

What do you like to do? Think about experiences

you have enjoyed. What kind of school, religious,

social, or sports activities do you like?

What are your interests?

Make a list of 10 activities you have enjoyed

doing in the past four years.

InterestInterest

What are your interests?

Evaluate those interests. Think about what

you liked about the activities. What

challenges did the activities offer? What

skills do you need to develop further to

continue in those activities?

InterestInterest

What is your Career Goal?A career goal helps you focus on what you want to

do for a living. A career goal can be a specific job

you want to do -- such as doctor or teacher -- or

a career goal can be a particular field you want

to work in, such as medicine or education.

Career GoalCareer Goal

What is your Career Goal?Rather than limiting your future, a career

goal may help you discover career

possibilities that you wouldn't have

thought of otherwise.

Career GoalCareer Goal

Career GoalCareer Goal

What is your Career Goal? A career goal will also guide you into doing what you

want with your life -- rather than just drifting into a

job.

Generally, a career goal is based on your skills and interests,

career possibilities, and job trends.

Career Development Cycle

The Career

Development Cycle

1.Self Awareness & Assessment- interest,

ability and skills,aptitude,values

.priorities

3.Career Decision Making- establish

goals, make plans,impliment,evaluate and progress

4. Care

er

Plannin

g

&

Place

ment-

good

inte

rvie

wing

skill

s, co

ntinual

learn

ing, v

ision

2.Career

Awareness &

Exploration- orgn

requirements,

employment trends,

global issues

11-5

Exploration: the transition that occurs in mid-

twenties as one looks at work after college

education, seeking answer to various questions

about careers from teachers, friends etc.

Establishment: this is the stage where one

begins the search for work, picks up the first job,

commits mistakes and learns thereafter.

Career And Succession Planning

Career stages

Career stages Mid-career: Between 35 and 50 one is typically

confronted with a plateaued career, where your

maturity and experience are still valued but there is

the nagging feeling of having lost the initial fire in the

belly

Late career: This is the stage where one relaxes a

bit and plays an elderly role, offering advice to younger

ones as to how to avoid career mistakes and grow

continually.

Decline: This is the stage where one is constantly

reminded of retirement, after a series of hits and

misses.

Deeper insight …

It is the life- long process a person goes through to learn about

himself such as

purpose,

personality

interests

skills

talents

Develop a self- concept, learn about careers, and work situations

Make a career choice, while developing and coping social skills

Contd..

The major focus is matching personal goals and

opportunities that are realistically available.

Career planning is building bridges from one’s

current job/career to next job/career.

Well-conceived career plan is flexible to

accommodate changing opportunities for

development

The top management

view it as a view it as a

tool fortool for

succession planningsuccession planning

The manager

sees career sees career planning planning

as a retention as a retention AndAnd

motivational motivational tooltool

A typical Employee

views a careerviews a career planning planning

ProgrammeProgramme as a path toas a path to

upward upward mobilitymobility

Win-Win situation for all

Self Assessment

Academic/ Career options

Relevant /PracticalExperience

Job Search Individual career planning process

Direction

Career Time

Transitions

Career planning options

Projected Outcome

Organizational career planning process

11-3

Career: Important features

A career develops over time

The success of one's career depends, most

often, on one's own careful planning and

timely steps taken at a right time

The important element in one's career is

experiencing psychological success.

The typical career of a person today would

probably include many positions and

transitions.Career And Succession Planning

11-14

Performance

Exposure

Networking

Leveraging

Loyalty

Mentors and sponsors

Key subordinates

Expanding capabilities over timeCareer And Succession Planning

Individual career development

Career-Impacted Life Stages

Exploration

Establishment

Mid career

Late career

Decline

Stages of Career Development

Stage 5: Stage 5: Late Career (ages 55–retirement):Late Career (ages 55–retirement):Remain productive in work, maintain self-esteem, prepare for Remain productive in work, maintain self-esteem, prepare for effective retirement.effective retirement.

Stage 5: Stage 5: Late Career (ages 55–retirement):Late Career (ages 55–retirement):Remain productive in work, maintain self-esteem, prepare for Remain productive in work, maintain self-esteem, prepare for effective retirement.effective retirement.

Stage 4: Stage 4: Midcareer (ages 40–55):Midcareer (ages 40–55):Reappraise early career and early adulthood goals, reaffirm or Reappraise early career and early adulthood goals, reaffirm or modify goals, make choices appropriate to middle adult years, modify goals, make choices appropriate to middle adult years, remain productive.remain productive.

Stage 4: Stage 4: Midcareer (ages 40–55):Midcareer (ages 40–55):Reappraise early career and early adulthood goals, reaffirm or Reappraise early career and early adulthood goals, reaffirm or modify goals, make choices appropriate to middle adult years, modify goals, make choices appropriate to middle adult years, remain productive.remain productive.

Stage 3: Stage 3: Early Career (ages 25–40):Early Career (ages 25–40):Learn job, learn organizational rules and norms, fit into chosen Learn job, learn organizational rules and norms, fit into chosen occupation and organization, increase competence, pursue goalsoccupation and organization, increase competence, pursue goals..

Stage 3: Stage 3: Early Career (ages 25–40):Early Career (ages 25–40):Learn job, learn organizational rules and norms, fit into chosen Learn job, learn organizational rules and norms, fit into chosen occupation and organization, increase competence, pursue goalsoccupation and organization, increase competence, pursue goals..

Stage 2: Stage 2: Organizational Entry (ages 18–25):Organizational Entry (ages 18–25):Obtain job offer(s) from desired organization(s), select appropriate Obtain job offer(s) from desired organization(s), select appropriate job based on complete and accurate information.job based on complete and accurate information.

Stage 2: Stage 2: Organizational Entry (ages 18–25):Organizational Entry (ages 18–25):Obtain job offer(s) from desired organization(s), select appropriate Obtain job offer(s) from desired organization(s), select appropriate job based on complete and accurate information.job based on complete and accurate information.

Stage 1: Stage 1: Preparation for Work (ages 0–18):Preparation for Work (ages 0–18):Develop occupational self-image, assess alternative occupations, Develop occupational self-image, assess alternative occupations, develop initial occupational choice, pursue necessary education.develop initial occupational choice, pursue necessary education.

Stage 1: Stage 1: Preparation for Work (ages 0–18):Preparation for Work (ages 0–18):Develop occupational self-image, assess alternative occupations, Develop occupational self-image, assess alternative occupations, develop initial occupational choice, pursue necessary education.develop initial occupational choice, pursue necessary education.

Reference

http://www.slideshare.net/dongardive_leena/careers-and-career-management

http://www.slideshare.net/anirudh1987/career-2842706

http://www.slideshare.net/anushaishere/hrm-final

http://www.slideshare.net/SunilKumar148/career-planning1

http://www.slideshare.net/bpjslogan/career-choices-14808350