CHAPTER 5

KHAIRIL AMRI BIN AMRAN 2011230418

SAZZRINA BINTI SIDEK 2012812216
ABU HANIFAH BIN SHAHRIL 2011410256
KHAIRUL AMMAR BIN MOHD SHAKDAN 2011614436
NORAISHAH BINTI MOHAMAD SHARI 2011627536
ZARINA BINTI MD. DARIM 2011260586
Presentation today is about….
 Career

 Oxford English Dictionary define career

as a person's "course or progress through
life .
 Career is an occupation undertaken for a
significant period of a person's life and
with opportunities for progress.
What do you see as a career through learning,
work and other aspects of life here?
Organizational and Career Development

Organizational Development
 (OD) is a planned or organization-wide effort to

increase an organization's effectiveness to enable

the organization to achieve its strategic goals.

 OD is to develop the organization, not to train or

develop the staff. OD also to meet change the
basics of beliefs, attitudes and relevance of values,
and structure of the current organization
Organizational and Career Development..

Career Development
 A career consists of a sequence of positions within

an occupation or organization.

 A career development plan is future-focused and

details what you as an employee would like to
learn and contribute.
Organization and Individual-Centered Career
Planning

 Organization-Centered Career Planning

 Focuses on jobs and on identifying career paths that
provide for the logical progression of people between
jobs in the organization.

 Individual-Centered Career Planning

 Focuses on individuals’ careers rather than in
organizational needs.
 Career Planning
Career Planning is:-
 An ongoing process that can help you manage your learning
and development.
 a subset of career management..

Career planning is the continuous process of:

 thinking about your interests, values, skills and preferences;

 exploring the life, work and learning options available to you;

 ensuring that your work fits with your personal circumstances;

and
 continuously fine-tuning your work and learning plans to help
you manage the changes in your life and the world of work.
Career Planning Process

Knowing Finding
Yourself Out

Taking Making
Action Decision
 Step 1: Knowing Yourself

Begin by thinking about where you are now, where you want
to be and how you’re going to get there.

Once you have thought about where you are at now and
where you want to be, you can work on getting to know your
skills, interests and values.

Begin by asking yourself the following questions:

Where am I at now?

Where do I want to be?

What do I want out of a job or career?

What do I like to do?

What are my strengths?
 What is important to me?
 Step 2: Finding Out

This step is about exploring the occupations and learning
areas that interest you. Once you have some idea of your
occupational preferences you can research the specific skills
and qualifications required for those occupations.

Explore occupations that interest you and ask yourself how
do my skills and interests match up with these occupations?

Where are the gaps?

What options do I have to gain these skills or qualify
for these occupations?

What skills do I need?

Where is the work?
 Step 3: Making Decisions

This step involves comparing your options, narrowing down your
choices and thinking about what suits you best at this point in
time.

Ask yourself:

What are my best work/training options?

How do they match with my skills, interests and values?

How do they fit with the current labour market?

How do they fit with my current situation and responsibilities?

What are the advantages and disadvantages of each
option?

What will help and what will hinder me?
 What can I do about it?
 Step 4: Taking Action

Here you plan the steps you need to take to put your
plan into action.
Use all you have learnt about your skills, interests and
values together with the information you have gathered
about the world of work to create your plan.

Begin by asking yourself:

What actions/steps will help me achieve my work,
training and career goals?

Where can I get help?

Who will support me?
Benefits of Career Planning to Employees

• Helps the individual to have the knowledge of

various career opportunities, and his priorities.
• Helps employees select the career that is suitable to
his life styles, preferences, family environment and
scope for self-development.
• It helps the organization identify internal employees
who can be promoted.
• Internal promotions, up gradation and transfers
motivate the employees, boost up their morale and
also result in increased job satisfaction.
Benefits of Career Planning to Employees

• Efficient career planning and development ensures the

availability of human resources with required skill,
knowledge and talent.
• The efficient policies and practices improve the
organization’s ability to attract and retain highly skilled and
talent employees.
• The proper career planning ensures that the women and
people belong to backward communities get opportunities
for growth and development.
• The career plan continuously tries to satisfy the employee
expectations and as such minimizes employee frustration.
 Career Planning Perspectives
Organizational Perspectives
• Identify future organizational
staffing needs
• Plan career ladders
• Assess individual potential and
training needs
• Match organizational needs with
individual abilities
• Audit and develop a career system
for the organization
Individual Perspectives
• Identify personal abilities and
interests
• Plan work goals
• Assess alternative paths inside or
outside organization
• Note changes in interests and
goals as career and life stages
changes
 Career Management

 The combination of structured planning

and the active management choice of
one's own professional career.
 The outcome of successful career
management should include personal
fulfillment, work/life balance, goal
achievement and financial security.
 Career Development

 Process designed to assist workers in

managing their career
 Major aspect of human development

 Includes one’s entire life span and

concerns the whole person

 Involves a person’s past, present and

future work roles

 Career Management for Individual

• The use of information by employees to determine their career interests, values,

Self- aptitudes, behavioral tendencies and development needs
Assessment
• Information employers give employees about their skills and knowledge and where
these assets fit into the organization’s plans.
Feedback on • The employee’s responsibility is to identify what skills he/she could realistically
Reality develop in light of the opportunities available.

• The employee sets short and long-term career objectives

• Goal setting is a major component of the career planning process.
Setting • Involve one or more of the following categories:
Career Goals
• Desired positions
• Level of skills to apply
• Work setting
• Skill acquisition
 Career Choice

 The selection of a particular path or vocation in

terms of career.
 This usually influenced by parental guidance,
vocational counseling.
 It is also affected by personal preference and
identification with figures and role models.
 A career choice is important because it determines
your success in the next stages of your life.
 Career Choice

Interests Self-Image

Career
Choice

Social Personality
Background
Stages of Career Development
 Career Development have 5 stages model :

Preparation for Work

Organizational Entry

Early Career

Middle Career

Late Career
 Five Stage Model

 Occupational Choice :
Preparation for Work
Typical Age Initially 0-25; then variable
Range
Major Tasks : • Develop occupational self-image
• Assess alternative occupations
• Develop initial occupational choice
• Pursue necessary education
 Five Stage Model

 Organizational Entry
Typical Age Initially 18-25; then variable
Range
Major Tasks : • Obtain job offer(s) from desired
organizations
• Select appropriate job based on
accurate information
 Five Stage Model
 Early Career : Establishment and
Achievement
Typical Age Initially 24-40; then variable
Range
Major Tasks : • Learn job
• Learn organizational rules and norms
• Fit into chosen occupation and
organizational
• Increase competence
• Pursue The Dream
 Five Stage Model

 Mid-Career
Typical Age Initially 40 - 55; then variable
Range
Major Tasks : • Reappraise early career and early
adult-hood
• Reaffirm or modify The Dream
• Make choices appropriate to middle
adult years
• Remain productive in work
 Five Stage Model

 Late Career
Typical Age 55 - retirement
Range
Major Tasks : • Remain productive in work
• Maintain self-esteem
• Prepare for effective retirement
Issues in Career Development

• Developing Career Motivation

• The Career Plateau
• Career Development for Nonexempt
Employees
• Enrichment : Career Development
without Advancement
Developing Career Motivation

• Career Resilience
• People resist career barriers or disruptions affecting their work
• This consists of self confidence, need achievement, willingness to take risks
and ability to act independently and cooperatively

• Career Insight
• People are realistic about themselves and their careers
• Includes developing goals and gaining knowledge of self and environment

• Career Identity
• People define themselves by their work
• Includes involvement in job, organization and profession
 Methods for Increasing Career
Motivation

• To support Career Resilience

• Build employees’ self confidence through feedback and positive
reinforcement
• Generate opportunities for achievement
• Create an environment conducive to risk
• Show interpersonal concern and encourage group cohesiveness and
collaborative working relationship
 Methods for Increasing Career
Motivation

• To enhance Career Insight

• Encourage employees to set their own goals
• Supply employees with information relevant to their career goals
• Provide regular performance feedback

• To build career identity

• Encourage work involvement through job challenge and professional growth
• Provide career development opportunities
• Reward solid performance through financial bonus
 Career Plateau

• A Career Plateau has been defined

as “the point in a career where the
likelihood of additional hierarchical
promotion is very low”
• A traumatic experience for many
employees
• An accompanied by feelings of stress,
frustration, failure and guilt
 Career Development
for Nonexempt Employees
• Job satisfaction often comes from the work itself, which is
problematic if the work is repetitive and unchallenging
• Changing current status such as union to nonunion blue collar
to white collar requires both a significant personal
investment and a significant cultural adjustment :
 White-collar positions may require higher education levels
than blue collar positions
• Employees who cross the collar line may not receive the
support they need from coworkers
 Career Development
without Advancement

• Certification programs and mastery

paths that specify selection criteria
and identify performance
expectations
• Training requirements to move
through various levels of expertise
within a job
• Retraining programs
 Succession Planning

 Process for identifying and developing

internal people with the potential
 To fill key business leadership positions in
the company.
 Will increases the availability of
experienced and capable employees
Succession Planning Process
 A Plateau Trap

 A situation which is the organizational or

personal is the reasons of moving up the
career ladder is low.
 There are 3 types of plateaus :

 Structural– leave organization to find new

opportunities and challenges
 Content – a person has learned a job too well and
bored with day to day activities
 Life – more profound and may feel like a midlife
crisis
Choosing Development Approach

Individual Coaching

Committee Assignment/Meetings

Job Rotation

Assistant to Positions

Online Development

Corporate Universities Career Development

Learning Organization
Choosing Development Approach

Human
Relations
Training

Classroom Simulations
Courses and (Business
Degrees Games)
Off-Site
Methods

Outdoor Sabbaticals
Training and Leaves
of Absence
 Advantages & Disadvantages of Major
Development Approaches
Job Site Methods Advantages Disadvantages
• Coaching Natural and job-related Difficulty in finding good
coaches
• Committee Involves participants in Can be time waster
Assignments/Meetings critical processes
• Job Rotation Gives excellent overview of Long start up time
the organization
• Assistant – to Positions Provides exposure to an Possible shortage of good
excellent manager assignments

• Online Development Flexible Niche not yet well defined

• Corporate Universities / Can combine academic and Maybe university in name only
Development Centers real world at work
• Learning Organization Perhaps the ideal mindset Essentially a theoretical,
for development idealistic notion for most
organizations
 Advantages & Disadvantages of
Major Development Approaches
Off-Site Methods Advantages
• Classroom Careers and • Familiar, accepted, status
Degrees
• Human Relation Training • Deals with important
management skills
• Simulations • Realism a d integration
• Sabbaticals • Rejuvenating as well as
development
• Outdoor training • Increases self-confident
and teamwork through
physical challenges
Disadvantages
• Does not always improve
performance
• Difficult to measure
effectiveness
• Inappropriate “game
playing”
• Expensive : employee
may lose contact with job
• Not appropriate for all
because of physical
nature; dangerous
 Career Counseling
 Is a process that will help you to know and
understand yourself and world in order to make
career, educational and life decisions.
 It is important for organizations to recognize that
younger employees today seek meaningful training
assignments that are interesting and involve
challenge, responsibility and a sense of
empowerment
 Career counseling is generally focus on issues such
as a career
 Career Counseling Program

 Career counseling Center is comprehensive mental

health counseling and career center dedicated to
providing students, alumni, faculty, staff and
community members with a full range of services
and resources.
 The goal of Career Counseling is to not only help
you make the decisions you need to make now, but
to give you the knowledge and skills you need to
make future career and life decisions.
 Who needs Career Counseling?

 Since career development is a lifelong process,

Career Counseling can be appropriate for anyone,
including freshmen, sophomores, juniors, seniors, and
even alumni.
 The earlier you get started making intentional
decisions about your future, however, the better
prepared you will be!