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Presented to: Sir.Tasman Pasha

Presented by: Bakhtiar Ali 07-18

BsIT-3rd

Department of Computer Science BZU, Multan

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TopicsTopics

Enhancing Diversity Through Career Management

Career Management And Employee Commitment

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Sources of bias and discrimination in promotion decisions

Having few people of color employed in the hiring departmentThe “old-boy network” of informal friendshipsA lack of women mentorsA lack of high-visibility assignments and developmental experiences (glass ceiling)A lack of company role models for members of the same racial or ethnic groupInflexible organizations and career tracks

Enhancing Diversity through Career Management Enhancing Diversity through Career Management

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ContentsContentsSources Of Bios And Discrimination in promotion decision

Women role in Organization

Barriers To Women Carrier Progress

Steps to enhance diversity

Enhancing Diversity ThroughEnhancing Diversity Through Career ManagementCareer Management

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Sources Of Bios And Discrimination in promotion decision

Women and people of color tend to Experience relatively Less career progress in organization And bias and more barriers are often the cause.This is not necessary the result of decision makers. Instead, secondaryfactors such as having few people ofColor employed in the hiring departmentMay be the cause.

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Women role in Organization

40% women are working in organizations.But only 2% on the top management positions.

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Wrong concepts about women

Mental Level

Responsibilities of Children

Balancing work and Family Life

Barriers To Women Carrier Progress

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Example

Brenda Barnes gave up her job as head of Pepsi Co’s North American company in order to spend more time with her family.

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Steps to enhance diversity

Employers can take steps to enhance women’s and minorities’ promotional and career prospects. The most important thing is to focus on taking the career interest of women and minorities employees seriously.

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Steps to enhance diversity

Eliminate Institutional Barriers

Improve Networking And mentoring

Eliminate The Structural

Institute Flexible Schedules and Career Trackers

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Eliminate Institutional Barriers

Many practices such as (late night meetings) may seem gender neutral But in fact disproportionately effect women and minorities.

Employees need to identify such practices and make their practices more accommodating.

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Improve Networking And mentoring

To improve Female employees, networking opportunities’ Marriott international instituted a series of leadership conferences for women. Speakers offered practical tips for career advancement’ and shared their experiences. More important the conferences provided numerous informal opportunities.

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Eliminate The Structural Barriers

Numerous After hours-meetings may be the norm in an organization. For women with Family responsibilities’ not being able to attend these meetings. Rescheduling late meetings will therefore make a difference for women with child-care responsibilities.

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Institute Flexible Schedules and Career Trackers

In many large accounting firms’ mostly men are at the executive posts because job schedules don’t suite them. So one solution is to institute career trackers (including reduced hours’ and more flexible year-round work schedules) that enables women to periodically reduce their time at work, but still remain on an executive track.

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Career Management And Career Management And

Employee CommitmentEmployee Commitment

ContentsContentsCommitment-Oriented Career Developments Efforts

New psychological Contract

Career Development Programs

Career-Oriented Appraisals

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Career Management And Career Management And

Employee CommitmentEmployee Commitment

Employee Career Development Plan

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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.

Roles in Career Roles in Career DevelopmentDevelopment

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New psychological ContractNew psychological Contract

“New Psychological Contract”Employees prepare for next career

move while working in current company

Companies to decide how to maintain employee commitment to minimize voluntary resignation and maximize employee effort

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Commitment-Oriented Career Commitment-Oriented Career Developments EffortsDevelopments Efforts

Career development programs Career workshops that use vocational guidance

tools (including a computerized skills assessment program and other career gap analysis tools) to help employees identify career-related skills and the development needs they possess.

Career-oriented appraisals (review form) Provide the ideal occasion to link the

employee’s performance, career interests, and developmental needs into a coherent career plan.

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Career Development ProgramsCareer Development Programs

Three Assumptions: Developing effective life/work self- management skills is critical for leading successful lives. Despite limited resources, we can develop effective, intentional career development programs. Career development is everyone’s responsibility.

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Career-Oriented Appraisals Career-Oriented Appraisals

Provide the ideal occasion to link the employee’s performance, career interests, and developmental needs into

a coherent career plan.

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