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many years
The series of work-related positions occupied by an
Career management
The process for enabling employees to better
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.
support.
Participate in career development
discussions.
Support employee development plans.
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
Favorable Context
Blending Individual and Organizational Goals
Identifying Career
Opportunities and
Competency Analysis
Requirements
Career Changes
Promotion
A change of assignment to a job at a higher
PURPOSE OF PROMOTION
recognize employees performance and commitment and
motivate him towards better performance;
develop competitive spirit among employees for acquiring
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
recognition.
Giving employees the time and resources they
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 &
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
Advancement
Maintenance
To provide
members with
interesting work
INTERVENTIO
NS
CAREER
STAGE
PURPOSE
INTENDED
OUTCOMES
Dual- Career
accomodations
Advancement
Maintenance
To assist
members with
significant
others to find
satisfying work
assignments
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,
Career Counseling
Discuss job, career interests, goals