1. Chapter 11
Careers and
Career Management

2. 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

3. 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

4. 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.

5. 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.

6. 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.

7. 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.

8. 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.

9. 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.

10. 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.

11. 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.

12. 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.

13. 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.

14. 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.

15. 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.

16. 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.

17. 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.

18. 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.

19. 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

20. 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.

21. 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