Chapter

07
HRD II Performance Appraisal Developing managerial Career Role of counseling

Career Dynamics
When it comes to your career , slow & steady never wins the race

Concept of Career
A sequence of positions, roles or jobs held by one person over a relatively long time span career Career development is dynamic element of an individuals life Individual aspirations change with personal objectives, financial compulsions, social, technological & org changes

Some terminologies
Career path sequential pattern of jobs that form a career Career goals future positions that an individual strives to reach as a part of a career Career planning the process by which an individual selects career goals & the path to these goals

Some terminologies contd..

Individual career planning the process by which each e/e personally plans career goal Org career planning org plans career goals for e/es

Career mgt the process of designing & implementing goals, plans & strategies that enable HR professionals & mgrs to satisfy wk force needs & allow individuals to achieve their career objectives

Career Development
Needs need assessment

Vision need should be linked with

Action plan in order to achieve vision Results

Elements of a career planning program/ Process

Individual Assessment

Org Assessment

Need Analysis

Opportunity Analysis

Need opportunity alignment

Career counseling

Benefits of career planning - Organization

Ensures availability of resources for future

Enhances org ability to attract & retain talent

Ensure growth opportunities for all Handles e/e frustration

Benefits of career planning Individual

Understand strengths & weaknesses

Knowledge of the career opportunities

Change career plans according to the changing needs

Career Development Cycle

Disengagement Stage

Exploration Stage

Maintenance Stage

Establishment Stage

Role of Counseling - Definition

Interaction & discussion b/w the boss & the e/e on areas related to emotional aspects like fear, aspirations counseling Help provided by a mgr to his subordinates in analysing their performance & other job behaviours in order to increase their job effectiveness

Psychoanalysis
Id Ego Super ego

Characteristics
Exchange of ideas & feelings b/w 2 people

Tries to improve org probl helping e/e

Humanistic in nature Performed by professionals & non professionals Usually confidential Both job related & personal probl

Functions
Advice to counselee

Reassurance to give confidence

Communication improves in the org Release of emotional tension Clarified thinking removes mental blocks Reorientation change in behaviour

Types
1. Non-directive low direction Listen skilfully, encourage e/e to explain probl, find the solution Usually by professionals or experienced person

2. Participative medium direction Cooperative exchange of ideas

Types contd..
3. Directive high direction Full counselling Find the solution & motivate the e/e

Objectives
To help e/e To know his/her potential, strengths, weakness To understand their behaviour Better understanding of the environment To increase personal and interpersonal effectiveness

Conditions for effective counselling

General climate of openness Empathic attitude of management Focus on work oriented behaviour Avoidance of discussion of salary and other rewards Participation by the subordinates Individual desire to improve

Process of counselling
1. Communication or rapport building
Generating confidence to open up Listening asking questions & responding feedback

2. Influencing or exploration phase Increasing autonomy of the person Positive reinforcement Identification

Process of counselling contd..

3. Helping or action planning phase Concern and empathy Mutuality of relationship Identifying developmental needs