DevelopingCareers (c) 2007 by Prentice Hall 9-1 Chapter 9

Chapter 9 Overview Establish a sound process for helping employees develop their careers Understand how to develop your own career Identify the negative aspects of an overemphasis on career development Understand the importance of dual-career issues in career development Develop a skills inventory and a career path Establish an organizational culture that supports career development (c) 2007 by Prentice Hall 9-2

The Context Increased Competition Rapid Technological Change New Legislation, Organizational Change ( Flatter organization ) Pressure to Produce More With Less Too Many People / Too Few Opportunities Clash Between Individual Expectations & Organizational Realities Constant Uncertainty and Change From: Career Planning Workbook © BBM Human Resource Consultants Inc

External Forces WORK FORCE. ORGANISATIONAL TRANSFORMATION. restructuring. re-engineering. out-sourcing Flexible. Multi-skilled. Retainable. Transferable skills. Adaptable to change. Personal ownership of careers/development Global Competition Technology Change Customer Demands Deregulation Margin and Cost pressures

The New Employment Contract From: Career Planning Workbook © BBM Human Resource Consultants Inc Responsibility for career & future employability, including: - Keeping skills current - Continuing to learn - Job satisfaction Adaptive to change Self-managing Both understand the relationship is based on mutual exchange - Meaningful, challenging, & competency-building work - Learning environment - Support to manage your career …as long as individual continues to add value The Individual assumes:The Organization provides: 3a

Why Important ? The thing that wakes me up in the middle of the night is not what might happen to the economy or what our competitors might do next, it is worrying about whether we have the leadership capacity and talent to implement the new more complex global strategies David Whitman, Chairman, president and CEO Whirpool Corporation (c) 2007 by Prentice Hall 9-6

Career Development What is career development? What is career development? - An ongoing and formalized effort that focuses on developing enriched and more capable workers. (c) 2007 by Prentice Hall 9-7

Training Vs Development TrainingDevelopment FocusCurrentFuture Use of Work Experience LowHigh GoalPreparation for Current Job Preparation for Changes ParticipationRequiredVoluntary

Challenges in Career Development Who will be responsible? Who will be responsible? How much emphasis is appropriate? How much emphasis is appropriate? How will the needs of a diverse workforce be met? How will the needs of a diverse workforce be met? (c) 2007 by Prentice Hall 9-9

Challenges in Career Development Dual-career couple – A couple whose members both have occupational responsibilities and career issues at stake. (c) 2007 by Prentice Hall 9-10

The Career Development Process and Common Assessment Tools (c) 2007 by Prentice Hall 9-11

Challenges in Career Development Meeting the Challenges of Effective Career Development The Assessment Phase The Assessment Phase The Direction Phase The Direction Phase The Development Phase The Development Phase (c) 2007 by Prentice Hall 9-12

The Assessment Phase Self-Assessment Self-Assessment Organizational Assessment Organizational Assessment Promo ability Forecast Promo ability Forecast Succession Planning Succession Planning (c) 2007 by Prentice Hall 9-13

*The Direction Phase Individual Career Counseling Individual Career Counseling Information Services Information Services Job-posting systems Job-posting systems Skills inventories Skills inventories Career paths Career paths Career resource center Career resource center (c) 2007 by Prentice Hall 9-14

Career Goals Take Many Forms - DOWNDOWN UP ENRICHING OUT Promotion, Job Rotation, Transfer, Downward move From: Career Planning Workbook © BBM Human Resource Consultants Inc ACROSS Enlargement of Current Job Temporary assignments to other organization or another country

Alternative Career Paths for a Hotel Employee (c) 2007 by Prentice Hall 9-16

The Development Phase Mentoring Mentoring Coaching Coaching Job Rotation Job Rotation Tuition Assistance Programs Tuition Assistance Programs (c) 2007 by Prentice Hall 9-17

Effective Coaching Techniques 1.Create a coaching context 2.Actively listen to the person 3.Ask questions 4.Give useful feedback (c) 2007 by Prentice Hall 9-18

Career Self-Assessment Does what you’re doing for work resonate with your values? Does what you’re doing for work resonate with your values? Do you find your work to be meaningful? Do you find your work to be meaningful? How does your organization treat you? How does your organization treat you? How do you use your talents at work? How do you use your talents at work? What is your manager like? What is your manager like? What is your life like? What is your life like? (c) 2007 by Prentice Hall 9-19

Guidelines for Today’s Leaders Take an entrepreneurial perspective Take an entrepreneurial perspective Embrace chaos Embrace chaos Some risk is needed Some risk is needed Breadth is the key Breadth is the key Soft-skills can make or break you Soft-skills can make or break you (c) 2007 by Prentice Hall 9-20

Self-Development: Development Suggestions 1.Create your own personal mission statement 2.Take responsibility for your own direction and growth 3.Make enhancement, rather than advancement, your priority 4.Talk to people in positions to which you aspire and get their suggestions on how to proceed 5.Set reasonable goals (c) 2007 by Prentice Hall 9-21

*Self-Development: Advancement Suggestions 1.Remember that performance in your function is important, but interpersonal performance is critical 2.Set the right values and priorities 3.Provide solutions, not problems 4.Be a team player 5.Be customer oriented 6.Act as if what you are doing makes a difference (c) 2007 by Prentice Hall 9-22

Summary and Conclusions What is career development? What is career development? Challenges in career development Challenges in career development Meeting the challenges of effective development Meeting the challenges of effective development Self-development Self-development (c) 2007 by Prentice Hall 9-23

Be a Career Activist No organization today can promise you long term job security You Can not expect your organization to guide your career, but they can provide support that will contribute to your future employability It’s up to you to take responsibility for managing your own career Security you can depend upon is that of knowing your skills are strong, current and marketable

9-25 THANK YOU (c) 2007 by Prentice Hall