Chapter 11 Careers and Career Management

Why Careers & Career Management? Chapter 11 Why Careers & Career Management? Changes in the concept of a “career” impacts: employee motivation to attend training outcomes they expect to gain from attendance their choice of programs how & what they need to know

Why is Career Management Important? Chapter 11 Why is Career Management Important? Career Mgt is the process by which employees: become aware of their own interests, values, strengths and weaknesses obtain info about job oppy’s in the company identify career goals establish action plans to achieve career goals

Why is Career Management Important? Chapter 11 Why is Career Management Important? From the company’s perspective - - Failure to help employees plan their careers may result in a shortage of employees, low employee commitment, and ineffective use of training dollars.

Why is Career Management Important? Chapter 11 Why is Career Management Important? From the employee’s perspective - - Lack of career management may mean frustration, feelings of not being valued, and unable to find acceptable work should a job be eliminated.

What is a Career? Chapter 11 Traditional definitions of a career: 1. A sequence of positions held within an occupation. 2. A person’s mobility within an organization. 3. A characteristic of the employee.

What is a Career? Chapter 11 A protean career: A career that is frequently changing based on changes in the individual’s competencies, interests, and values, as well as changes in the work environment.

What is a Career? Chapter 11 What is the goal? Psychological success: The intrinsic feeling of pride and accomplishment from achieving life goals not limited to achievements at work.

What is a Career? Chapter 11 Career paths are changing: Traditional path - linear, up the hierarchy. Now - Spiral patterns, movement across specializations or disciplines coupled with more frequent job changes.

What is a Career? Chapter 11 The “new” definition of a career: A pattern of work-related experiences over the course of one’s lifetime.

Career Development Model Chapter 11 Career Development Model Career Development: The process of an employee progressing through a series of stages, each stage bringing different developmental tasks, activities, and relationships.

Career Development Model Chapter 11 Career Development Model Four Stages of Career Development: 1. Exploration - - Characterized by the identification of one’s interests skills, and fit between oneself and work; and learning and following directions as an apprentice of sorts.

Career Development Model Chapter 11 Career Development Model Four Stages of Career Development: 2. Establishment - - Advancement, growth, security, the development of lifestyle; and making contributions at work as a colleague.

Career Development Model Chapter 11 Career Development Model Four Stages of Career Development: 3. Maintenance - - Holding onto accomplishments and updating skills; and training, sponsoring, policy making, and mentoring.

Career Development Model Chapter 11 Career Development Model Four Stages of Career Development: 4. Disengagement - - Characterized by retirement planning, changing the balance between work and non-work by phasing out of work, and acting as a sponsor.

Career Development Model Chapter 11 Career Development Model Career Development: Recycling - - Changing one’s major work activity after having been established in another field and going back to the exploration stage.

Career Management System Components Chapter 11 Career Management System Components Self Assessment: The use of information, tests, and interest inventories, etc., to identify and understand their career interests, values, aptitudes, and behavioral tendencies.

Career Management System Components Chapter 11 Career Management System Components Reality Check: Information given to employees about how the company sees their skills and knowledge and where they fit into the company’s plan. This is usually provided by managers during the performance appraisal process.

Career Management System Components Chapter 11 Career Management System Components Goal Setting: The process by which employee’s develop short and long term career objectives that are crafted into a development plan. Goals relate to: 1. Desired positions 2. Level of skill application 3. Work setting or location 4. Skill aquisition

Career Management System Components Chapter 11 Career Management System Components Action Planning: Involves employees determining how they achieve short and long term goals. Action plans may include training courses and seminars, informational interviews, or applying for jobs.

Career Management System Chapter 11 Career Management System Design Factors to Include: 1. Position sys as a response to business need. 2. Emp & Mgr participate in system development. 3. Employees take an active role in career mgt. 4. Ongoing evaluation to improve the system. 5. Business units should be able to customize. 6. Access to career info services for employees. 7. Support of system from senior management. 8. Link career management to other HR functions