Human Resource Management

Chapter Six:

Career Development
Presented by
Mohamed Mahad Isse

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Chapter 6 outline

• Areas of focus or Main topics

 Introduction
 What is the career?
 Why its important?
 Career planning
 Traditional career stages
 Guidance, coaching
 Career choices and preferences
 Career education, counseling
 Career development programs

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CHAPTER SIX

What is the Career ?

Introduction

 traditionally, career development programs helped

employees advance within the organization.
 today, each individual must take responsibility for his or
her career.

.
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Introduction

 Organizations now focus on matching the career needs of

employees with the requirements of the organization
 While many organizations still invest in their employees,
they offer career security.
 and they can’t meet the needs of everyone in a diverse
workforce

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What is the career

 A career
– is a pattern of work-related experiences that span the
course of a person’s life
– reflects any work, paid or unpaid

– is a broad definition helpful in today’s work

environment where employees and organizations have
diverse needs.

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What is the career?

o Organizational career planning develops career ladders,

o tracks careers, and provides opportunities for
development
o Individual career development helps employees identify
their goals and the steps to achieve them

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What is the career?

o Career development looks at the long-term career

effectiveness and success of employees
o Employee training and development focuses on
performance in the immediate
o or intermediate time frames

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What is the career?

 Career
 The occupational positions a person has had over many
years within organizations
 Career management
 The process for enabling employees to better understand
and develop their career skills and interests,
 Career development
 The lifelong series of activities that contribute to a person’s
career exploration, establishment, success, and fulfillment.

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Career planning

 Career planning
o The deliberate process through which someone
becomes aware of
o personal skills, interests,
o knowledge, motivations,
o and other characteristics; and
o establishes action plans
o to attain specific goals.

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 Alternative Career Moves

Promotion

Exit

Transfer

Demotion

MANAGING HUMAN RESOURCES, 12E, BY BOHLANDER/SNELL/SHERMAN

© 2001 SOUTH-WESTERN/THOMSON LEARNING 7-11
Career Today

 Careers today
o Careers are no simple progressions of employment
o in one or two firms with a single profession.
o Employees now want to exchange performance for
training, learning,
o And development that keep them marketable.

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Figure1

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Career development adds
value to the company.

 ensures needed talent will be available

 improves the organization's ability to attract and retain
talented employees
 ensures that minorities and women get opportunities for
growth and development.
 reduces employee frustration
 enhances cultural diversity
 promotes organizational goodwill

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Individual’s career

 Individuals’ external career success is measured by

criteria such as:
 progression up the hierarchy
 type of occupation
 long-term commitment and income
 internal career success is measured by the:
 meaningfulness of one’s work
 and achievement of personal life goals

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 Traditional Career Stages

Exploration Formation Mid career Late Career Decline

High
Will performance
Job increase or decline?
Performanc
e
Low

Transition from Getting first job and Preparing for

The elder
school to work being accepted retirement
statesperson

5 10 15 20 25 30 35 40 45 50 55 60 65 70 75
Age

, .
Guidance and coaching

 Effective coaches give guidance through:-

 direction, advice,
 criticism, and
 suggestion in an attempt
 to aid the employee’s growth

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Guidance and coaching

 Mentors are typically senior-level employees who:

 support younger employees by vouching for them
 answer for them in the “highest circles”
 introduce them to others
 advise and guide them through the corporate system

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Demerits:

 Disadvantages of coaching/mentoring include:

o tendency to perpetuate current styles and practices
o reliance on the coach’s ability
o coaching between employees and mentor
o who do not have a adequate capacity.

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 Top MGT
Staff
Depart
Rank staff
and Division
staff
Earning
Middle
staff
Junior
staff

Years with Organization

Job Progressions

 Hierarchy of jobs a new employee might

experience, ranging from a starting job to jobs
that successively require more knowledge
and/or skill

, [.
Promotion

 Change of assignment to a job

at a higher level in the organization

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Transfer

 Placement of an individual in another job

for which the duties, responsibilities,

 status,
and remuneration are approximately
equal to those of the previous job

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Relocation Services

 Services provided to an employee who is

transferred to a new location, which

 might include help in moving, in selling

a home, in orienting to a new culture,
and/or in learning a new language

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Outplacement Services

 Services provided by organizations

to help terminated employees find a new job

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Career Choices and Preferences

• Three major components

– People have varying occupational preferences
– if you think or believe career is important,
– you will have more in common with people who have similar
interests.

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Career Development

 The lifelong psychological and behavioral processes and

contextual influences shaping one’s career over the life
span.
 A person’s creation of a career pattern,
 decision-making style,
 integration of life roles,
 expression of values, and
 life-role self-concepts

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Career Counseling

 A formal relationship in which a professional counselor

assists a client or
 group of clients to cope more effectively with career
concerns through
o establishing rapport.
o establishing goals.
o intervening in effective ways.
o evaluating your progress.
o Acceptance advices from your mentor
o And etc.

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Career Education

 The systematic attempt to influence the career

development of students and
 adults through various types of educational strategies --
including
 Provision of occupational information.
 Infusion of career concepts into the
 academic curriculum.
 Offering of worksite-based experiences.
 Offering career planning courses.

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Career Development Program

 A systematic program of counselor-coordinated

information and experiences
 designed to facilitate individual career development
includes as follows:-
 Training and development
 Career development workshops
 Seminars and other events
 Educational capacity building

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Factors Influencing 21st Century

 Factors Influencing 21st Century Career Development as

follows:-
 Global unemployment
 Corporate downsizing
 Demise of social contract
 Dual careers
 Income

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Factors to be considered

 Work from home

 Intertwining of work and family roles
 Many job shifts
 Labor unions
 Need for lifelong learning

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The Parsonian Approach

 Step 1: Develop a clear understanding of yourself --

 abilities,
 Aptitudes
 interests,
 resources,
 limitations, and
 other qualities.

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Approach

 Step 2: Develop knowledge of the requirements and

• conditions of success, advantages and disadvantages,
pay, opportunities, and prospects of jobs.
 Step 3: Use true reasoning to relate these two groups of
facts.

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What Is Career Management?

 Career management is the process through which

employees:
 Become aware of their own interests, values,
 strengths, and weaknesses
 Obtain information about job opportunities within the company
 Identify career goals
 Establish action plans to achieve career goals

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Company prospective

 From the company’s perspective, the failure to motivate

employees to plan their careers can result in:
 a shortage of employees to fill open positions
 lower employee commitment
 inappropriate use of income allocated for training
 and development programs

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Employees perspective

 From the employees’ perspective, lack of career

management can result in:
– frustration
– feelings of not being valued by the company
 being unable to find suitable employment should a job
 change be necessary due to mergers, acquisitions,
restructuring, or downsizing

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Career motivation

 Career motivation refers to:

• Employees’ energy to invest in their careers
• Their awareness of the direction they want their careers to take
• The ability to maintain energy and direction despite barriers they
may encounter

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Career motivation

• Career motivation has three aspects:

– Career resilience
– Career insight
– Career identity

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The value of career motivation

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Model of Career Development

 Career development is the process by which employees

progress through a series of stages
 Each stage is characterized by a different set of
developmental tasks, activities, and relationships

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Career stages

 There are four career stages:

 Exploration
 Establishment
 Maintenance
 Disengagement

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Components of the Career

 Self-Assessment: career interest

 Reality Check: evaluation
 Goal Setting: short and long term objective
 Action Planning: how your achieve goals

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Figure 2

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Employees’ Role in Career Management

 Take the initiative to ask for feedback from managers

 Identify their stage of career development and
development needs
 Seek challenges by gaining exposure to a range of
learning opportunities

 Interact with employees from different work groups inside

and outside the company
 Create visibility through good performance

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HR Manager’s Role in Career Management

 Provide information or advice about training and

development opportunities
 Provide specialized services such as testing to determine
employees’ values, interests, and skills

 Help prepare employees for job searches

 Offer counseling on career-related problems

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Company’s Role in Career Management

 Companies are responsible for providing employees with

the resources needed to be successful in career planning:
o Career workshops
o Information on career and job opportunities
o and Career planning workbooks
o Career counseling and Career paths

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Women and Careers

 The percentage of women in the workforce has more than

doubled since 1970, and will reach 48% by 2010.
 Women’s careers are often interrupted for child birth and
child rearing and
 a later return go back to work with a job that allows flexibility
when they are older.

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How People Choose Careers

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Enhancing your career.

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Chapter summary

• Areas of focus or Main topics

 Introduction
 What is the career?
 Why its important?
 Career planning
 Traditional career stages
 Guidance, coaching
 Career choices and preferences
 Career education, counseling
 Career development programs

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