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CAREER MANAGEMENT

SUBMITTED BY:-

NAME COLLEGE, nameRajesh Kumar CABM-Pantnagar,

GBPUA&T

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INTRODUCTIONCareer Management

General introduction, CM meaning.Why CM is important.C. M module.C. M cycle. Step 1(a): Determine Where You Want To Go.• Step 1 (b): Understand Your Work type.• Step 2: Identify Your Strengths and Development Areas• Through 360 Degree Feedback.• Step 3: Make a Career Development Plan.• Step 4: getting closer to your goal.C. M model, process, its component.Company’s role, HR manager , employee role in CM.Conclusion.

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If you don’t know where you’re going, you might end up somewhere else!

“ The pessimist complains about the wind, the optimist expects it to change, the realist adjusts the sails”

---- William Arthur Ward

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continued....... 4CAREER MANAGEMENT

Career is a term defined by the Oxford English Dictionary as an individual's "course or progress through life (or a distinct portion of life)".

Career management refers to

efforts made by the individual or

the organization to manage

one’s career. This consists of

identifying one’s interests,

learning about various job

opportunities, identifying career goals, and creating plans

to achieve those goals.

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WHY IS CAREER MANAGEMENT IMPORTANT? From the company’s perspective, the

failure to motivate employees to plan their careers can result in:A shortage of employees to fill open positionsLower employee commitment Inappropriate use of monies allocated for training and development programs

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WHY IS CAREER MANAGEMENT IMPORTANT?(CONTINUED)

From the employees’ perspective, lack of career management can result in:FrustrationFeelings of not being valued by the companyBeing unable to find suitable employment should a job change be necessary due to mergers, acquisitions,

restructuring, or downsizing.

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Research

Career Management Module

Self-Assessment

Decision Making

Goal-Setting

Continuous Learning

AndEvaluation

Solid Performance in Current Job

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Career Management CYCLE• Step 1(a): Determine Where You Want To Go (b): Understand Your Work type• Step 2: Identify Your Strengths and

Development Areas Through 360 Degree Feedback

• Step 3: Make a Career Development Plan• Step 4:getting closer to your goal (Resume Writing and Interview Skills)

What Is A Career?Traditional Career

Sequence of positions held within an occupation

Context of mobility is within an organizationCharacteristic of the employee

Protean CareerFrequently changing based on changes in the

person and changes in the work environmentEmployees take major responsibility for

managing their careers

College Of Agri Business Management

11 - 10

Comparison of Traditional Careerand Protean Career:

Dimension Traditional Career Protean Career

Goal PromotionsSalary increase

Psychological success

Psychological contract Security for commitment Employability for flexibility

Mobility Vertical Lateral

Responsibility for Management

Company Employee

Pattern Linear and expert Spiral and transitory

Expertise Know how Learn how

Development Heavy reliance on formal training

Greater reliance on relationships and job experiences

A Model of Career DevelopmentCareer development is the process by which

employees progress through a series of stages.Each stage is characterized by a different set of

developmental tasks, activities, and relationships.

There are four career stages:ExplorationEstablishmentMaintenanceDisengagement

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11 - 12A Model of Career Development (continued…..)

Exploration Establishment Maintenance Disengagement

Developmental tasks

Identify interests, skills, fit between self and work

Advancement, growth, security, develop life style

Hold on to accomplishments, update skills

Retirement planning, change balance between work and non-work

Activities HelpingLearningFollowing directions

Making independent contributions

TrainingSponsoringPolicy making

Phasing out of work

Relationships to other employees

Apprentice Colleague Mentor Sponsor

Typical age Less than 30 30 – 45 45 – 60 61+

Years on job Less than 2 years 2 – 10 years More than 10 years

More than 10 years

The career management process:

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Self-AssessmentSelf-Assessment Reality CheckReality Check Goal SettingGoal SettingAction PlanningAction Planning

Components of the Career Management Process:

• Self-Assessment– Use of information by employees to determine their

career interests, values, aptitudes, and behavioral tendencies.

– Often involves psychological tests.• Reality Check

– Information employees receive about how the company evaluates their skills and knowledge and where they fit into company plans.

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SHARED RESPONSIBILITY:ROLES IN CAREER MANAGEMENT

HR Manager

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Manager

Employees

Company

Employees’ Role in Career Management

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• Take the initiative to ask for feedback from managers and peers regarding their skill strengths and weaknesses.

• Identify their stage of career development and development needs.

• Seek challenges by gaining exposure to learning opportunities.

• Interact with employees from different work groups inside and outside the company.

• Create visibility through good performance.

• Provide information or advice about training and development opportunities.

• Provide specialized services such as testing to determine employees’ values, interests, and skills.

• Help prepare employees for job searches.• Offer counseling on career-related problems

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HR Manager’s Role in Career Management

• Companies are responsible for providing employees with the resources needed to be successful in career planning:– Career workshops– Information on career and job opportunities– Career planning workbooks– Career counseling– Career paths

Company’s Role in Career Management

Importance of Career Management

Effects on career motivation• Career resilience• Career insight• Career identity

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THE FINAL WORD

The future belongs to the employee-empowering organizations :• - using new Technology-based HRM tools to give

their staff more autonomy and confidence,• - in the framework of a strategy clearly understood

and shared both by the staff and the Managers

A fast growing win-win approach:To-morrow’s employees should not be consideredonly as corporate assets, but as “free” agents who invest theirhuman capital (abilities, energy, behavior and time) inCompanies that give them the best return.

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You can do it!Be the best you can be by managing your

career!

THANK-YOU AND A HAVE NICE DAY……….