1. Human Resource Management Lecture 12 MGT 350

2. Last Lecture Employee Development What is change and the Change Process OD techniques include: – survey feedback – process consultation – team building – intergroup development The Learning Organization Evaluating Training Programs Cross-Cultural Training International Training and Development Issues

3. Topic Managing Careers

4. HRM Process

5. Career Career Defined – The sequence of positions held by a person during his or her lifetime. – The Way It Was Career Development – Provided for information, assessment, and training – Helped attract and retain highly talented people Now – Individuals—not the organization—are responsible for designing, guiding, and developing their own careers. – Boundaryless Career A career in which individuals, not organizations, define career progression and organizational loyalty

6. Introduction Traditionally, career development referred to programs offered by organizations to help employees advance within the organization. Today, each individual must take responsibility for his or her career.

7. 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 don’t offer career security and they can’t meet the needs of everyone in a diverse workforce.

8. What is a Career? Individual versus Organizational Perspective –Organizational career planning – Developing career ladders, tracking careers, providing opportunities for development. –Individual career development – Helping employees identify their goals and steps to achieve them.

9. What is a Career? Career Development versus Employee Development –Career development looks at the long-term career effectiveness and success of organizational personnel. –Employee training and development focuses on performance in the immediate or intermediate time frames.

10. What is a Career? Value for the Organization 1.Ensures needed talent will be available. 2.Improves the organization's ability to attract and retain talented employees. 3.Ensures that minorities and women get opportunities for growth and development. 4.Reduces employee frustration. 5.Enhances cultural diversity. 6.Promotes organizational goodwill.

11. What is a Career? Value for the Individual 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.

12. Traditional Career Stages

13. Exploration Includes school and early work experiences, such as internships. Involves: –trying out different fields –discovering likes and dislikes – forming attitudes toward work and social relationship patterns

14. Traditional Career Stages Establishment Includes: –search for work –getting first job – getting evidence of “success” or “failure” Takes time and energy to find a “niche” and to “make your mark”.

15. Traditional Career Stages Mid-Career Challenged to remain productive at work. Employee may: –continue to grow – plateau (stay competent but not ambitious) –deteriorate

16. Traditional Career Stages Late career –Successful “elder states persons” can enjoy being respected for their judgment. Good resource for teaching others. –Those who have declined may experience job insecurity. –Plateauing is expected; life off the job increases in importance.

17. Traditional Career Stages Decline (Late Stage) May be most difficult for those who were most successful at earlier stages. Today’s longer life spans and legal protections for older workers open the possibility for continued work contributions, either paid or volunteer.

18. What is a Career? Mentoring and Coaching Effective coaches give guidance through direction, advice, criticism, and suggestion in an attempt to aid the employee’s growth. Mentors are typically senior-level employees who: –support younger employees by vouching for them –answering for them in the “highest circles” –introducing them to others –advising and guiding them through the corporate system

19. What is a Career? Mentoring and Coaching Disadvantages include: –tendencies to perpetuate current styles and practices –reliance on the coach’s ability to be a good teacher Considerations for organizations: –coaching between employees who do not have a reporting relationship –ways to effectively implement cross-gender mentoring

20. Summary Career Defined The sequence of positions held by a person during his or her lifetime. Career Responsibility Individual versus Organizational Perspective Career Stages. Career Development versus Employee Development Value for the Organization Value for the Individual (External vs Internal) Mentoring and Coaching disadvantages –