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Managing Careers

Career Planning and Development

The Basics of Career


Management
Career
The occupational positions a person has had over

many years
The series of work-related positions occupied by an

individual throughout life and the associated activities,


behaviours, attitudes, values and aspirations
The sequence of jobs that an employee performs

during the span of work life, not necessarily with the


same company, may constitute his/her career

The Basics of Career


Management
Career development
The lifelong series of activities that contribute to a

persons career exploration, establishment, success, and


fulfillment
Career planning
The deliberate process through which someone becomes

aware of personal skills, interests, knowledge,


motivations, and other characteristics; and establishes
action plans to attain specific goals

Career management
The process for enabling employees to better

understand and develop their career skills


and interests, and to use these skills and
interests more effectively
Career Stages: Identifiable periods in ones

work life which are distinguished by ones


changing activities,concerns , motives and
needs.

Career Path a line of progression through


which an individual moves during
employment within an organisation

Junior Management:
Branch head of a small branch, officer in
charge of a department in a branch, officer
in an administrative office
Middle Management:
Branch head of a medium sized branch,
Manager in charge of a department in a
branch or administrative office
Senior Management:
Branch head of a large branch, Manager in
charge of a large department in an
administrative office, Deputy Regional
Manager for a region in the bank
Top Executive:
Branch head of an exceptionally large
branch, Regional Head, Deputy Zonal
Head, Zonal Head, Corporate Functional
Head/second in line.

Roles in Career Development


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.

Roles in Career Development


The Manager
Provide timely performance feedback.
Provide developmental assignments and

support.
Participate in career development

discussions.
Support employee development plans.

Roles in Career Development


The Organization
Communicate mission, policies, and

procedures.
Provide training and development

opportunities.
Provide career information and career

programs.
Offer a variety of career options.

THE
THE GOAL:
GOAL: MATCH
MATCH
INDIVIDUAL
INDIVIDUAL AND
AND
ORGANIZATION
ORGANIZATION NEEDS
NEEDS
---------------------------------------------------------------

Encourage
Encourageemployee
employee
ownership
of
ownership ofcareer.
career.
Create
Createaasupportive
supportive
context.
context.
Communicate
Communicatedirection
directionof
of
company.
company.
1
Establish
Establishmutual
mutualgoal
goal
setting
and
setting
andplanning
planning
INSTITUTE
CAREER
INSTITUTE
CAREER

IDENTIFY
IDENTIFY CAREER
CAREER
OPPORTUNITIES
OPPORTUNITIES AND
AND
REQUIREMENTS
REQUIREMENTS
---------------------------------------------------------------

Identify
Identifyfuture
future
competency
competencyneeds.
needs.
Establish
Establishjob
job
progressions/career
progressions/career
paths.
paths.
2
Balance
promotions,
Balance promotions,
transfers,
exits,
transfers,
exits,etc.
etc.
GAUGE
EMPLOYEE
GAUGEdual
EMPLOYEE
Establish
career
Establish
dual
career
POTENTIAL

DEVELOPMENT
DEVELOPMENT
POTENTIAL
paths.
INITIATIVES
paths.
INITIATIVES
----------------------------------------------------------------------------------------------------------------------------------Measure
Measure
Provide
workbooks
and
Provide workbooks and
competencies
competencies
workshops.
workshops.
(appraisals).
(appraisals).
Provide
career
Provide career
Establish
Establish talent
talent
counseling.
counseling.
4
inventories.
3
inventories.
Provide
career
selfProvide career self-

HR
s
Rol
e

The Goal: Matching Individual


and Organizational Needs
The Employees Role
The Organizations Role: Establishing a

Favorable Context
Blending Individual and Organizational Goals

Identifying Career
Opportunities and
Competency Analysis
Requirements

Measures three basic competencies for each

job: know-how, problem solving, and


accountability.
Job Progressions
The hierarchy of jobs a new employee might

experience, ranging from a starting job to jobs


that require more knowledge and/or skill.

Career Changes
Promotion
A change of assignment to a job at a higher

level in the organization.


Principal criteria for determining promotions
are merit, seniority, and potential.
Transfer
The placement of an individual in another job

for which the duties, responsibilities, status,


and remuneration are approximately equal to
those of the previous job.

PURPOSE OF PROMOTION
recognize employees performance and commitment and
motivate him towards better performance;
develop competitive spirit among employees for acquiring

knowledge and skills for higher level jobs;


retain skilled and talented employees;
reduce discontent and unrest;
To fill up job's vacant position that is created due to
retirement, resignation or demise of an employee.In this
case next senior employee will be promoted to the vacant
job.
utilize more effectively the knowledge and skills of

employees; and
attract suitable and competent employees.

TYPES OF PROMOTIONS
1. Horizontal promotion:
When an employee is shifted in the same
category, it is called horizontal promotion.
A junior clerk promoted to senior clerk is
such an example. It is important to note
that such promotion may take place when
an employee shifts within the same
department, from one department to other
or from one plant to another plant.

2. Vertical Promotion:
This is the kind of promotion when an
employee is promoted from a lower
category to higher category involving
increase in salary, status, authority and
responsibility. Generally, promotion means
vertical promotion.

3. Dry Promotion:
When promotion is made without increase
in salary, it is called dry promotion. For
example, a lower level manager is
promoted to senior level manager without
increase in salary or pay.

Career Change
Organizational Assistance

Relocation services

Services provided to an employee who is

transferred to a new location:


Help in moving, in selling a home, in orienting to

a new culture, and/or in learning a new


language.
Outplacement services
Services provided by organizations to help

terminated employees find a new job.

Alternative Career Moves

Using Assessment Centers


Assessment Center
A process by which individuals are evaluated as they

participate in a series of situations that resemble


what they might be called upon to handle on the job.
In-basket training
A process for evaluating trainees by simulating a real-

life work situation


Leaderless group discussions
A process that places trainees in a conference setting to

discuss an assigned topic, either with or without


designated group roles

Successful CareerManagement Practices


Placing clear expectations on employees.
Giving employees the opportunity for transfer.
Providing a clear and thorough succession plan
Encouraging performance through rewards and

recognition.
Giving employees the time and resources they

need to consider short- and long-term career


goals.
Encouraging employees to continually assess

their skills and career direction.

CAREER DEVELOPMENT
INTERVENTIONS
INTERVENTIO CAREER
PURPOSE
N
STAGE

INTENDED
OUTCOME

Realistic job
preview

Establishment
Advancement

To provide
members with an
accurate
expectation of
work
requirements

Reduce turnover,
Reduce training
costs, Increase
Commitment,
Increase Job
Satisfaction

Job Pathing

Establishment
Advancement

To provide
members with a
sequence of work
assignments
leading to a
career objective

Reduce turnover,
Build organizational
knowledge

Performance
feedback and
coaching

Establishment
Advancement

To provide
members with
knowledge about
their career
progress and
work
effectiveness

Increase productivity,
Increase Job
Satisfaction, Monitor
Human Resource
Development

Assessment
Centers

Establishment
Advancement

To select &
develop members
for managerial &

Increase person job


fit, Identify high
potential candidates

INTERVENTIO
N

CAREER
STAGE

PURPOSE

INTENDED
OUTCOMES

Mentoring

Establishment
Advancement
Maintenance

To link a less
Increase job satisfaction,
experienced
Increase member
member with a
motivation
more experienced
member for
member
development

Developmental
Training

Establishment
Advancement
Maintenance

To provide
education &
training
opportunities that
help members
achieve career
goals

Increase organizational
capacity

Work-life balance
planning

Establishment
Advancement
Maintenance

To help members
balance work &
personal goals

Improve quality of life,


Maintain member
motivation

Job rotation &


challenging
assignments

Advancement
Maintenance

To provide
members with
interesting work

Increase Job satisfaction,


Maintain member
motivation

INTERVENTIO
NS

CAREER
STAGE

PURPOSE

INTENDED
OUTCOMES

Dual- Career
accomodations

Advancement
Maintenance

To assist
members with
significant
others to find
satisfying work
assignments

Attract & retain high


quality members,
Increase Job
satisfaction

Consultative
Roles

Maintenance
Withdrawal

To help
members fill
productive roles
later in their
careers

Increase problem
solving capacity,
Increase Job
satisfaction

Phased
Retirement

Withdrawal

To assist
members in
moving into
retirement

Increase Job
satisfaction, Lower
stress during
transition

Career Development
Initiatives
Career Planning Workbooks
Stimulate thinking about careers,

strengths/limitations, development needs


Career Planning Workshops
Discuss and compare attitudes, concerns, plans

Career Counseling
Discuss job, career interests, goals

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