Career Devp
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Transcript of Career Devp
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CAREERCAREERDEVELOPMENTDEVELOPMENT
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CAREERCAREER
A Career denotes a succession of related jobs, arranged in a hierarchy ofprestige through which persons move in an ordered, predictablesequence.
A Career is more than just a job or sequence of jobs a person holds overa lifetime. It is the individually perceived sequence of attitudes & behaviorsassociated with work related experiences and activities over a personslife.
The processes and activities that prepares one for a job are parts of a
career.
The relationship of a persons self identity to work is a dimension of acareer.
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CAREER STAGES
ExplorationExploration
EstablishmentEstablishment
Mid-careerMid-career
Late-careerLate-career
DeclineDecline
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CAREER PLANNING
Career Planning is the process by which one selects career goalsCareer Planning is the process by which one selects career goalsand the path to those goals.and the path to those goals.
It involves designing an organization system of career movementIt involves designing an organization system of career movementand growth opportunities for employees from the employmentand growth opportunities for employees from the employmentstage to the retirement stage.stage to the retirement stage.
It is not an event or end in itself, but a process of development ofIt is not an event or end in itself, but a process of development ofhuman resource.human resource.
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CharacteristicsCharacteristics
Career planning is a process of developing human resources.Career planning is a process of developing human resources.
It is not an end in itself but a means of managing people to obtainIt is not an end in itself but a means of managing people to obtain
maximum results.maximum results.
It is a continuous process and not an event.It is a continuous process and not an event.
The basic aim of career planning is integration of individual andThe basic aim of career planning is integration of individual and
organizational needs.organizational needs.
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NEEDS AND OBJECTIVESNEEDS AND OBJECTIVES
To attract competent persons and to retain them in the organization.To attract competent persons and to retain them in the organization.
To enable the employees to develop and make them ready to meet the future challenges.To enable the employees to develop and make them ready to meet the future challenges.
To provide suitable promotional opportunities to the preesnt workfoece.To provide suitable promotional opportunities to the preesnt workfoece.
To correct mistakes in employee placements.To correct mistakes in employee placements.
To increase the utilization of managerial reserves within an organization.To increase the utilization of managerial reserves within an organization.
To improve motivation and morale of employees.To improve motivation and morale of employees.
To reduce employee dissatisfaction and turnover.To reduce employee dissatisfaction and turnover.
To maintain age balance while taking employee up the career path.To maintain age balance while taking employee up the career path.
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PROCESS OF CAREERPROCESS OF CAREER
PLANNINGPLANNINGPreparation of human resource Inventory
Identifying individual career needs
Analyzing career opportunities
Matching of employees needs with career opportunities
Formulation & Implementation of training & development programme
Review of career plan
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BENEFITSBENEFITS
Career planning helps the individual have the knowledge of various career options, hisCareer planning helps the individual have the knowledge of various career options, his
priorities, etc.priorities, etc.
It helps the organization identify talented employees who can be promoted.It helps the organization identify talented employees who can be promoted.
It improves employees, performances on the job by tapping their potential abilities andIt improves employees, performances on the job by tapping their potential abilities and
stimulating their personal growth.stimulating their personal growth.
Internal promotions, up gradations and transfers motivate the employees, boosts up theirInternal promotions, up gradations and transfers motivate the employees, boosts up their
morale and also results in increased job satisfaction.morale and also results in increased job satisfaction.
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Increased job satisfaction enhances employee commitment andIncreased job satisfaction enhances employee commitment and
creates a sense of belongingness and loyalty to the organization.creates a sense of belongingness and loyalty to the organization.
An organization with well designed career plans is able to have aAn organization with well designed career plans is able to have a
better image in the employment market, and it will attract andbetter image in the employment market, and it will attract and
retain competent people.retain competent people.
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CAREER DEVELOPMENTCAREER DEVELOPMENT
Career development denotes the personal actions one undertakesCareer development denotes the personal actions one undertakes
to achieve the career goals.to achieve the career goals.
The most important requirement for career development is thatThe most important requirement for career development is that
every employee must accept his or her responsibilities forevery employee must accept his or her responsibilities for
development.development.
Following are the steps of career development:Following are the steps of career development:
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Steps:teps:Challenging initial jobs
Dissemination of career option information
Assessment centre
Continuing education and training
Job posting
Sabbaticals-leave granted at intervals
Periodic job changes
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PROBLEMS FACEDPROBLEMS FACED
Career planning can become reality only when opportunities forCareer planning can become reality only when opportunities for
vertical mobility are available. It is not suitable for smallvertical mobility are available. It is not suitable for small
organizations.organizations.
Some careers do not have scope for much advancements.Some careers do not have scope for much advancements.Employee cannot get promotions despite their career plans andEmployee cannot get promotions despite their career plans and
development in such jobs.development in such jobs.
Interaction of career issues with the issues of life stages of anInteraction of career issues with the issues of life stages of an
employee and his family, changing needs of employee throughoutemployee and his family, changing needs of employee throughouthis life cycle complicate the career issues.his life cycle complicate the career issues.
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Systematic career planning might become difficult due toSystematic career planning might become difficult due to
favoritism and nepotism in promotions, political interventions infavoritism and nepotism in promotions, political interventions inappointments, etc.appointments, etc.
In family business houses, members of the family expect toIn family business houses, members of the family expect to
progress faster in their careers than professional colleagues.thisprogress faster in their careers than professional colleagues.this
limits the effectiveness of career planning in the organization.limits the effectiveness of career planning in the organization.
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Potential appraisalotential appraisalHuman is just like a iceberg what you see is onlyHuman is just like a iceberg what you see is only
surface. It is a process of assessing the capabilities ofsurface. It is a process of assessing the capabilities of
employee which he possess but not utilized fully.employee which he possess but not utilized fully.
o TrainingTraining
o PromotionPromotion
o TransferTransfer
o Career planningCareer planning
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Stepsteps Determination of role dimensionsDetermination of role dimensions
Appraising attributeAppraising attribute
Appraisal of employees potential in the light ofAppraisal of employees potential in the light ofattributesattributes
Feedback and counseling and relate with jobFeedback and counseling and relate with job
rotation and promotionrotation and promotion
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Potential at Philipsotential at PhilipsIndiandiaProblemchildren
Low p high po
Stars
high
?
Plannedseparation
Lowperformancelow potential
Solid citizens
High p lowpotential
p
p
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Barriersarriers Faulty assumptionsFaulty assumptions
Psychological blocks (insecurity, fear and burden )Psychological blocks (insecurity, fear and burden )
Technical pitfallTechnical pitfall
A.A. Criterion problemCriterion problemB.B. Distortions: ( biased or errors)Distortions: ( biased or errors)
3.3. Halo effectsHalo effects
4.4. Central tendencyCentral tendency
5.5. Raters liking and dislikingRaters liking and disliking