Managing Career

Concept of Career-sequence of
positions,roles,jobsheld by one
person over relatively long time
span.
An organized path taken by an
individual across time and space
with horizon.
Managing Career-refers to the
way in which organizations help
 Career Motivation
 Organizations which help their employees plan
their career,enjoy the benefits of a motivated
and loyal workforce.
 Career Motivation –involves three aspects.
 1.Career resilience- degree to which employees
can cope with problems affecting their work
 2.Career Insight- extent to which employees are
aware of their interests,skills,strengths, and
weaknesses & how these perceptions relate to
their career goals.
 3.Career Identity- extent to which employees
define their personal values in accordance with
their work and the degree of alignment between
the two.
 Important Terms:

 CAREER PATH-sequential pattern of

jobs that form a career.
 CAREER GOALS-future positions that
an individual strives to reach as part
of a career.
 CAREER PlANNING:-process by which
an individual selects career goals
and the path to these goals.
 Career Planning
 IT has two aspects:
 1.Individual Career
planning:employee personally plans
career goals.
 Organizational career
planning:organization plans career
goals for its employees.
 Career Management:
 Process of designing & implementing
goals,plans,& strategies that enable
HR professionals and managers to
satisfy workforce needs and allow
individuals to achieve career
objectives.
 Career development programs help
in the achievement of career
objectives.
 CAREER ANCHORS
 They are the basic attitudinal
characteristics that guide people
throughout their careers.
 They act as a foundation of
conviction,competence and mental
preparedness for pursuing a path.
 These characteristics are composed
of needs & drives & serve to anchor
the person to a few related types of
careers.
 Career Anchor:Types
 Developed by Edgar Schein:8 CA:
 1.Autonomy/independence.
 2.Security/stability
 3.Technical/functional competence
 4.General Management
 5.Entrepreneurial creativity.
 6.Service.
 7.Pure Challenge
 8.Life Style.
 Elements of a career planning
Program:
 1.Individual Assessment and Need
Analysis.
 2.Organisational Assessment and
Opportunity Analysis.
 3.Need-Opportunity Alignment
 4.Career Counselling.
 Benefits of career planning to
organizations;
1.Ensures availability of
resources.
2.Enhances Organizational ability
to attract and retain talent.
3.Ensures growth opportunities
for all.
4.Handles employee frustration.
Benefits of career planning to an
individual.
 1.Employee can understand own strengths
&weakness.
 2.Gives better knowledge of career
opportunities to employees.
 3.Enables to choose a career that suits the
lifestyle,preferences,self development
plans,family environm ent etc.
 4.Helps to plan career in a long term
perspective.
 5.provides opportunity to change plans
according to the changing needs or
changing environment.
 Issues in Career Planning:
 1.Dual family careers
 2.Low ceiling careers
 3.Declining opportunities
 4.Career Stages.
 5.Restructuring
 6.Career Plateaus
 7.Work Family Issues.
 Career Development:
Process by which employees
progress through a series of
stages, each characterized by a
different set of developmental
tasks, activities &relationships
 Career
Development/Management
 1.Life
Models:
cycle Model: based on the different
stages that an individual grows through in
his career.
 2.Organizational based model-states that
careers progress through different stages
& a different set of activities are attached
to each stage.
 3.Direction pattern model-talks of different
perspective of employees about their
careers & plan to progress.for eg:when
emp cont in same job for life-linear
approch.
 Spiral approach-when emp shifts in jobs.
 Stages in Career
Development:
1.ExplorationStage:
2.Establishment Stage.
3.Maintenance Stage.
4.Disengagement Stage.
 Career Objectives & Career
Path.
 CP of an employee takes many twists
& turns to achieve final CO.Some are
internal such as transfers,promotions
etc.
 Some are external like change in
organization/occupation.
 Promotions can be of 3 types:- Merit
based,seniority based & seniority &
meritbased.Another classification-
 Time bound &vacancy bound.
 Tranfer; horizontal movement
from one job to another.
Two reasons-employee needs &
organizational needs.
They are of 3 types:
1.Employee Initiated
transfer/personal transfer.
2.Company Initiated transfer.
3.Public initiated transfers.
 Model for planned Self
development:
 Consists of six different stages:
 1.Self Assessment.
 2.Opportunity Analysis
 3.Decision Making.
 4.Leverage Network.
 5.Venture.
 6.Continous Assessment.
 Succession Planning
 It helps identify specific individuals to
fill future vacancies in key positions.
 An organization Replacement chart
forms the basis for the process of
succession planning.
 Effectine SP should consists of the
following elements:Continuity,Long
term perspective,Organizational
need perspective,turnover
management,emphasis on results.
Thank you