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PowerPoint Presentation by Charlie CookPowerPoint Presentation by Charlie CookThe University of West AlabamaThe University of West Alabama
1
Human ResourceHuman ResourceManagementManagement
ELEVENTH EDITIONELEVENTH EDITION
G A R Y D E S S L E RG A R Y D E S S L E R
Managing CareersManaging CareersTariq SaeedTariq Saeed
Chapter 10Chapter 10
Part 3 | Training and DevelopmentPart 3 | Training and Development
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Introduction to Careers
The Basics of Career Management
The Roles Career Planning and Development
Managing Promotions and Transfers
Enhancing Diversity Through Career Management
Career Management and Employee Commitment
Retirement
Summary/Q&As& Discussion
Purpose: To address employees career related issues
and be more effective to manage ur own & employees
careers
MANAGING CAREERMANAGING CAREER
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What Is A Career DefinitionWhat Is A Career Definition
IntroductionIntroduction In popular usage it can mean advancement (HesIn popular usage it can mean advancement (Hes
moving up in his career) a profession (She hasmoving up in his career) a profession (She has
chosen a career in medicine), or stability over timechosen a career in medicine), or stability over time
(career military).(career military). We will define career as the pattern of workWe will define career as the pattern of work--relatedrelated
experiences that spans the course of a personsexperiences that spans the course of a persons
life.life.
Therefore, any work, paid or unpaid, pursued overTherefore, any work, paid or unpaid, pursued over
an extended period of time, can constitute a career.an extended period of time, can constitute a career.
Career success is defined not only objectively, inCareer success is defined not only objectively, in
terms of promotions, but also subjectively, in termsterms of promotions, but also subjectively, in terms
of satisfaction.of satisfaction.
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The Basics Of Career ManagementThe Basics Of Career Management
Career
Management
Career
Planning
Career
Development
Employees
Careers
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The Basics of Career ManagementThe Basics of Career Management
CareerCareer The occupational positions a person has had overThe occupational positions a person has had over
many years.many years.
Career managementCareer management
The process for enabling employees to betterThe process for enabling employees to betterunderstand and develop their career skills andunderstand and develop their career skills and
interests, and to use these skills and interests moreinterests, and to use these skills and interests more
effectively.effectively.
Career developmentCareer development The lifelong series of activities that contribute to aThe lifelong series of activities that contribute to a
persons career exploration, establishment, success,persons career exploration, establishment, success,
and fulfillment.and fulfillment.
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The Basics of Career ManagementThe Basics of Career Management
Career planningCareer planning
The deliberate process through which someone becomesThe deliberate process through which someone becomesaware of personal skills, interests, knowledge, motivations,aware of personal skills, interests, knowledge, motivations,
and other characteristics; and establishes action plans toand other characteristics; and establishes action plans to
attain specific goals.attain specific goals.
Careers todayCareers today
Careers are no simple progressions of employment from jobCareers are no simple progressions of employment from job
to job in one or two firms with a single profession.to job in one or two firms with a single profession.
May need to reinvent themselves for new job/careerMay need to reinvent themselves for new job/career
Peoples needs have also changed . From job and employerPeoples needs have also changed . From job and employer--
focused people now value work arrangements providingfocused people now value work arrangements providingmore opportunities and balanced workmore opportunities and balanced work--lifelife
Employers took care while employees provided loyaltyEmployers took care while employees provided loyalty
Employees now want to exchange performance for training,Employees now want to exchange performance for training,
learning, and development that keep them marketable.learning, and development that keep them marketable.
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The Basics of Career ManagementThe Basics of Career Management
Career Planning & DevelopmentCareer Planning & Development
The deliberate process through which a person becomesThe deliberate process through which a person becomesaware of personal career related attributes and the lifelongaware of personal career related attributes and the lifelong
series of steps that contribute to his/her career fulfillment.series of steps that contribute to his/her career fulfillment.
EmployersEmployers strenghthenedstrenghthened career focus of their HR activitiescareer focus of their HR activities
Need to change employers several timesNeed to change employers several times
They expect activities likeThey expect activities like selection,trainingselection,training and appraisal toand appraisal to
serve their own long term career needsserve their own long term career needs
Emphasis now on HR activities to facilitate career selfEmphasis now on HR activities to facilitate career self
analysis, development and managementanalysis, development and management
Employees report that training and individual developmentEmployees report that training and individual developmentplans reduce their chances of leaving companysplans reduce their chances of leaving companys
Employers provide better skills , tools &developmentEmployers provide better skills , tools &development
opportunities and build potential and foster commitment.opportunities and build potential and foster commitment.
Still people switch jobs due to job designs &way work doneStill people switch jobs due to job designs &way work done
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Traditional Versus Career Development FocusTraditional Versus Career Development Focus
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Employee CareerEmployee Career
DevelopmentDevelopment
PlanPlan
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The Individual
Accept responsibility for your own career.
Assess your interests, skills, and values.
Seek out career information and resources.
Establish goals and career plans.
Utilize development opportunities.
Talk with your manager about your career.
Follow through on realistic career plans.
The Manager
Provide timely performance feedback.
Provide developmental assignments and support.
Participate in career development discussions.
Support employee development plans.
The Organization
Communicate mission, policies, and procedures.
Provide training and development opportunities.
Provide career information and career programs.
Offer a variety of career options.
Roles in Career DevelopmentRoles in Career Development
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Choosing a MentorChoosing a Mentor
Choose an appropriate potential mentor.Choose an appropriate potential mentor.
Dont be surprised if youre turned down.Dont be surprised if youre turned down.
Be sure that the mentor understands what youBe sure that the mentor understands what you
expect in terms of time and advice.expect in terms of time and advice.
Have an agenda.Have an agenda.
Respect the mentors time.Respect the mentors time.
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Roles in Career Planning and DevelopmentRoles in Career Planning and Development
The Employees RoleThe Employees Role
The Employers RoleThe Employers Role
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The Employers Role inThe Employers Role in
Career DevelopmentCareer Development
Realistic Job
Previews
Challenging First
Jobs
Networking and
Interactions
Mentoring
Career-Oriented
Appraisals
Job
Rotation
Employers
Role
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The Employers Role in CareerThe Employers Role in Career
DevelopmentDevelopment
Realistic job previewsRealistic job previews
Challenging first jobsChallenging first jobs
CareerCareer--oriented appraisalsoriented appraisals
Job rotationJob rotation
MentoringMentoring Networking and interactionsNetworking and interactions
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Innovative Corporate CareerInnovative Corporate Career
Development InitiativesDevelopment Initiatives
Provide each employee with an individual budget.Provide each employee with an individual budget.
Offer onOffer on--site or online career centers.site or online career centers.
Encourage role reversal.Encourage role reversal.
Establish a corporate campus.Establish a corporate campus.
Help organize career success teams.Help organize career success teams.
Provide career coaches.Provide career coaches.
Provide career planning workshopsProvide career planning workshops
Make computerized on and off time programs availableMake computerized on and off time programs available
for improving the organizational career planningfor improving the organizational career planning
process.process.
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Sample AgendaSample Agenda
TwoTwo--Day CareerDay Career
PlanningPlanningWorkshopWorkshop
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Managing Promotions and TransfersManaging Promotions and Transfers
Decision 1:
Is Seniority orCompetence
the Rule?
Decision 4:
Vertical,Horizontal, or
Other?
Decision 2:
How Should WeMeasure
Competence?
Decision 3:
Is the ProcessFormal or
Informal?
Making Promotion
Decisions
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Managing Promotions and TransfersManaging Promotions and Transfers
Making promotion decisionsMaking promotion decisions
Decision 1: Is Seniority or Competence the Rule?Decision 1: Is Seniority or Competence the Rule?
Decision 2: How Should We Measure Competence?Decision 2: How Should We Measure Competence?
Decision 3: Is the Process Formal or Informal?Decision 3: Is the Process Formal or Informal?
Decision 4: Vertical, Horizontal, or Other?Decision 4: Vertical, Horizontal, or Other?
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Enhancing Diversity throughEnhancing Diversity through
Career ManagementCareer Management Sources of bias and discrimination in promotionSources of bias and discrimination in promotion
decisionsdecisions
Having few people of color employed in the hiringHaving few people of color employed in the hiring
departmentdepartment The oldThe old--boy network of informal friendshipsboy network of informal friendships
A lack of women mentorsA lack of women mentors
A lack of highA lack of high--visibility assignments andvisibility assignments and
developmental experiences (glass ceiling)developmental experiences (glass ceiling)A lack of company role models for members of theA lack of company role models for members of the
same racial or ethnic groupsame racial or ethnic group
Inflexible organizations and career tracksInflexible organizations and career tracks
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Enhancing Diversity throughEnhancing Diversity through
Career ManagementCareer Management
Different career ChallengesDifferent career Challenges
Women and men face different challenges as theyWomen and men face different challenges as they
advance their careers.advance their careers.
Women report greater barriers and difficulty in gettingWomen report greater barriers and difficulty in getting
developmental assignments and opportunities.developmental assignments and opportunities.
Females need to focus on breaking barriers that interfereFemales need to focus on breaking barriers that interfere
with access to developmental opportunitywith access to developmental opportunity
Lack of informal networking & role modelsLack of informal networking & role models
Lack of high visibility assignmentsLack of high visibility assignments
Some development programs inconsistent with womenSome development programs inconsistent with women
needsneeds
Their need to stop working for a time to attend to familyTheir need to stop working for a time to attend to family
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Taking Steps to Enhance Diversity:Taking Steps to Enhance Diversity:
Womens and Minorities ProspectsWomens and Minorities Prospects
Eliminate
Institutional
Barriers
Eliminate the
Glass Ceiling
Improve
Networking and
Mentoring
Institute Flexible
Schedules and
Career Tracks
Focus on taking the career interests of women and minority employees seriously
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Enhancing Womens and MinoritiesEnhancing Womens and Minorities
ProspectsProspects Eliminate institutional barriersEliminate institutional barriers
Improve networking and mentoringImprove networking and mentoring
Eliminate the glass ceilingEliminate the glass ceiling
Institute flexible schedules and career tracksInstitute flexible schedules and career tracks
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Career Management andCareer Management and
Employee CommitmentEmployee Commitment
Old Contract:Do your best and be loyal to us, and
well take care of your career.
New Contract:Do your best for us and be loyal to
us for as long as youre here, and
well provide you with thedevelopmental opportunities youll
need to move on and have a
successful career.
Comparing Yesterdays and Todays
Employee-Employer Contract
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Career Management and EmployeeCareer Management and Employee
CommitmentCommitment The New Psychological ContractThe New Psychological Contract
Old contract:Old contract: Do your best and be loyal to us, andDo your best and be loyal to us, and
well take care of your career.well take care of your career.
New contract:New contract: Do your best for us and be loyal to usDo your best for us and be loyal to us
for as long as youre here, and well provide you withfor as long as youre here, and well provide you with
the developmental opportunities youll need to movethe developmental opportunities youll need to move
on and have a successful career.on and have a successful career.
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Career Management and EmployeeCareer Management and Employee
CommitmentCommitment CommitmentCommitment--oriented career developmentoriented career development
effortsefforts
Career development programsCareer development programs
Career workshops that use vocational guidance toolsCareer workshops that use vocational guidance tools(including a computerized skills assessment program and(including a computerized skills assessment program and
other career gap analysis tools) to help employeesother career gap analysis tools) to help employees
identify careeridentify career--related skills and the development needsrelated skills and the development needs
they possess.they possess.
CareerCareer--oriented appraisalsoriented appraisals Provide the ideal occasion to link the employeesProvide the ideal occasion to link the employees
performance, career interests, and developmental needsperformance, career interests, and developmental needs
into a coherent career plan.into a coherent career plan.
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Career Management andCareer Management and
Employee Commitment (contd)Employee Commitment (contd)
Career
DevelopmentPrograms
Career-Oriented
Appraisals
Commitment-oriented
career development
efforts
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RetirementRetirement
RetirementRetirement The point at which one gives up ones work, usuallyThe point at which one gives up ones work, usually
between the ages of 60 and 65.between the ages of 60 and 65.
Preretirement practicesPreretirement practices
Explanation of Social Security benefitsExplanation of Social Security benefits Leisure time counselingLeisure time counseling
Financial and investment counselingFinancial and investment counseling
Health counselingHealth counseling
Psychological counselingPsychological counseling
Counseling for second careersCounseling for second careers
Counseling for second careers inside the companyCounseling for second careers inside the company
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Attracting and Retaining Older WorkersAttracting and Retaining Older Workers
Create a Culture that
Honors Experience
Offer Flexible Work
Offer Part-Time Work
HR Practicesfor Older
Workers
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Create a Culture that Honors ExperienceCreate a Culture that Honors Experience
At many employers, the work environment and HR practicesAt many employers, the work environment and HR practicesare often explicitly biased against older workers Changing thisare often explicitly biased against older workers Changing this
culture, and making the workplace more attractive to those ofculture, and making the workplace more attractive to those of
retirement age, requires concrete actions.retirement age, requires concrete actions.
Offer Flexible WorkOffer Flexible Work
Companies need to design jobs such that staying on its moreCompanies need to design jobs such that staying on its moreattractive than leaving. One of the simplest ways to do this isattractive than leaving. One of the simplest ways to do this is
through flexible work, specifically, making where one worksthrough flexible work, specifically, making where one works
and when the work is performed flexible.and when the work is performed flexible.
Offer PartOffer Part--Time WorkTime Work
Another trend is granting part time employment to employeesAnother trend is granting part time employment to employeesas an alternative to outright retirement.. Several surveys of blueas an alternative to outright retirement.. Several surveys of blue
and white collar employees showed that about half of alland white collar employees showed that about half of all
employees over age 55 would like to continue working part timeemployees over age 55 would like to continue working part time
after they retire.after they retire.
Attracting and Retaining Older WorkersAttracting and Retaining Older Workers
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2005 Prentice Hall Inc. All rights reserved. 1032
MarciaMarcia NorgardNorgard Career PlanCareer Plan
My occupational orientation isMy occupational orientation is enterprisingenterprisingUsing my skills to influence othersUsing my skills to influence others
My career anchors areMy career anchors are
Managerial competenceManagerial competence
SecuritySecurity
Career goalsCareer goals
To be a VP of HRTo be a VP of HR
Development StepsDevelopment StepsMore global responsibilityMore global responsibility
More analytical business experienceMore analytical business experience
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Identify Your Occupational OrientationIdentify Your Occupational Orientation
Realistic orientationRealistic orientation
Physical activities (forestry, farming)Physical activities (forestry, farming)
Investigative orientationInvestigative orientation
Thinking, organizing, understanding (biologist)Thinking, organizing, understanding (biologist)
Social orientationSocial orientation Interpersonal rather than intellectual skills (social work,Interpersonal rather than intellectual skills (social work,
psychologist)psychologist)
Conventional orientationConventional orientation
Structured, ruleStructured, rule--regulated activities (banker, accountant)regulated activities (banker, accountant)
Enterprising orientationEnterprising orientation
Influencing others (lawyers, PR executives)Influencing others (lawyers, PR executives)
Artistic orientationArtistic orientation
SelfSelf--expression (artists, musicians)expression (artists, musicians)
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Traditional Career StagesTraditional Career Stages
ExplorationExploration
EstablishmentEstablishment
MidMid--CareerCareer Late CareerLate Career
Decline (Late Stage)Decline (Late Stage)
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Identify Your Career StageIdentify Your Career Stage
Growth stageGrowth stage
Exploration stageExploration stage
Establishment stageEstablishment stage
Trial substageTrial substage
Stabilization substageStabilization substage
Midcareer crisis substageMidcareer crisis substage
Maintenance StageMaintenance Stage
Decline StageDecline Stage
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Writing Your RsumWriting Your Rsum
Introductory InformationIntroductory Information
Job ObjectiveJob Objective
Job ScopeJob Scope
Your AccomplishmentsYour Accomplishments
LengthLength
Personal DataPersonal Data
Make Your Rsum ScannableMake Your Rsum Scannable
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Making A Career ChoiceMaking A Career Choice
Career Planning is designed to assist you inCareer Planning is designed to assist you inbecoming more knowledgeable of your needs,becoming more knowledgeable of your needs,
values, and personal goals. This can be achievedvalues, and personal goals. This can be achieved
through the following threethrough the following three--step, selfstep, self
assessment process.assessment process. Identify and organize your skills, interests, workIdentify and organize your skills, interests, work--
related needs, and values.related needs, and values.
Convert this information into general career fieldsConvert this information into general career fields
and specific job goalsand specific job goals
Test your career possibilities against the realities ofTest your career possibilities against the realities of
the organization or the job market.the organization or the job market.
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Career Choices And PreferencesCareer Choices And Preferences
Holland Vocational Preferences ModelHolland Vocational Preferences Model The most widely used approach to career choices. ThisThe most widely used approach to career choices. This
theory consists of three major components.theory consists of three major components.
First, Holland found that people have varyingFirst, Holland found that people have varyingoccupational preferences;occupational preferences;
Second, if you have a job where you can do what youSecond, if you have a job where you can do what youthink is important, you will be a more productivethink is important, you will be a more productiveemployee. Personality of workers may be matched toemployee. Personality of workers may be matched totypical work environments where that can occur.typical work environments where that can occur.
Third , you will have more in common with people whoThird , you will have more in common with people whohave similar interest patterns and less in common withhave similar interest patterns and less in common withthose who dontthose who dont..
The Schein AnchorsThe Schein Anchors
Jung and the MyersJung and the Myers--Briggs TypologiesBriggs Typologies
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Structure of Hollands ThemesStructure of Hollands Themes
C A
E S
RR I
R = Realistic
I = Investigative
A = Artistic
S = Social
E = Enterprising
C = Conventional
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Hollands General Occupational ThemesHollands General Occupational Themes
RealisticRealistic
InvestigativeInvestigative
ArtisticArtistic
SocialSocial
EnterprisingEnterprising
ConventionalConventional
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Managing Your CareerManaging Your Career
Making Your Career DecisionMaking Your Career Decision
Achieving Your Career GoalsAchieving Your Career Goals Select YourFirst Job JudiciouslySelect YourFirst Job Judiciously
Participate in an InternshipParticipate in an Internship
Do Good WorkDo Good Work
Present the Right ImagePresent the Right Image
Learn the Power StructureLearn the Power Structure
Gain Control of Organizational ResourcesGain Control of Organizational Resources
Stay VisibleStay Visible
Dont Stay Too Long in YourFirst Job.Dont Stay Too Long in YourFirst Job.
Find a MentorFind a Mentor
Support Your BossSupport Your Boss
Stay MobileStay Mobile
Think LaterallyThink Laterally Keep Your Skills CurrentKeep Your Skills Current
Develop a NetworkDevelop a Network
Some Final Words of WisdomSome Final Words of Wisdom
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MyersMyers--Briggs Type Indicator (MBTI)Briggs Type Indicator (MBTI)The Jung Theory Dimensions And The MeyersThe Jung Theory Dimensions And The Meyers--Briggs Type IndicatorsBriggs Type Indicators
Where do you get your energy?Where do you get your energy?Extraversion (E)________________________________________Introversion (1)Extraversion (E)________________________________________Introversion (1)________________________________________________________________________________________________________________
OutgoingOutgoing QuietQuietInteractingInteracting ConcentratingConcentratingSpeaks, then thinksSpeaks, then thinks Thinks, then speaksThinks, then speaksGregariousGregarious ReflectiveReflective
How do you orient yourself to the outside word?How do you orient yourself to the outside word?
Judging (J)______________________________________________Perceiving (P)_______________________________________________________________________
Structured Flexible
Time oriented Open endedDecisive ExploringOrganized Spontaneous
What do you pay attention to and collect information on?
Sensing (S) _____________________________________________Intuiting (N)________________________________________________________________________
Practical General
Details PossibilitiesConcrete TheoreticalSpecific Abstract
How do you evaluate and make decisions?Thinking (T)_______________________________________Feeling (F)
_____________________________________________________________Analytical SubjectiveHead Heart
Rules CircumstanceJustice Mercy
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Class ExerciseClass Exercise
Determine the following:Determine the following: Identify your occupational orientation (page 373)Identify your occupational orientation (page 373)
Identify your career anchor or anchors (page 375)Identify your career anchor or anchors (page 375)
11--2 career goals2 career goals
22--3 development steps to get from where you are3 development steps to get from where you arenow to where you want to benow to where you want to be
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THANK YOUTHANK YOU
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Handling the InterviewHandling the Interview
Prepare, Prepare, PreparePrepare, Prepare, Prepare
Uncover the Interviewers NeedsUncover the Interviewers Needs
Relate Yourself to the Persons NeedsRelate Yourself to the Persons Needs
Think Before AnsweringThink Before Answering
Make a Good Appearance and ShowMake a Good Appearance and Show
EnthusiasmEnthusiasm
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Example of Some Occupations that MayExample of Some Occupations that May
Typify Each Occupational ThemeTypify Each Occupational Theme
Figure 10A3Source: James Waldroop and Timothy Butler, " Finding the Job You Should Want, Fortune, March 2, 1998, p. 211.
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MANAGING CAREERS
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Managing CareersManaging Careers
IntroductionIntroduction
What Is A Career?What Is A Career?
Traditional Career StagesTraditional Career Stages Career Choices And PreferencesCareer Choices And Preferences
Managing Your CareerManaging Your Career
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What Is A Career?What Is A Career?
Individual Versus Organizational PerspectiveIndividual Versus Organizational Perspective
Career Development Versus EmployeeCareer Development Versus Employee
DevelopmentDevelopment
Career Development: Value for the OrganizationCareer Development: Value for the Organization Ensures Needed Talent Will Be AvailableEnsures Needed Talent Will Be Available
Improves the Organization's Ability to Attract and RetainImproves the Organization's Ability to Attract and Retain
Highly Talented EmployeesHighly Talented Employees
Ensures That Minorities and Women Get Opportunities forEnsures That Minorities and Women Get Opportunities for
Growth and DevelopmentGrowth and Development
Reduces Employee FrustrationReduces Employee Frustration
Enhances Cultural DiversityEnhances Cultural Diversity Promotes Organizational GoodwillPromotes Organizational Goodwill
Career Development: Value for the IndividualCareer Development: Value for the Individual
Mentoring and CoachingMentoring and Coaching
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Steps In Managing Your CareerSteps In Managing Your Career
Develop a net work
Acquire and continue upgrading your skills
Participate in an internship
Think laterally
Stay mobile
Support your boss
Find a mentor
Present the right image
Gain control of organizational resources
Learn the power structure
Dont stay too long
Stay visible
Do good work
Select your job judiciously
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SummarySummary
Explain who is responsible for managing careers.Explain who is responsible for managing careers.
Describe what is meant by the term careerDescribe what is meant by the term career
Discuss the focus of careers for both the organization andDiscuss the focus of careers for both the organization and
individualsindividuals
Describe how career development and employee developmentDescribe how career development and employee development
are differentare different
Explain why career development is valuable to organizationsExplain why career development is valuable to organizations
Identify the five traditional stages involved in a careerIdentify the five traditional stages involved in a career
List the Holland Vocational PreferencesList the Holland Vocational Preferences
Describe the implications of Personality Typologies and jobsDescribe the implications of Personality Typologies and jobs
Identify several suggestions that you can use to manage yourIdentify several suggestions that you can use to manage yourcareer more effectively.career more effectively.
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Managing Career TerminologyManaging Career Terminology
Career:Career: The sequence of positions that a person has held over his or her lifeThe sequence of positions that a person has held over his or her life
External Career:External Career: Involves the properties or qualities of an occupation.Involves the properties or qualities of an occupation.
Mentoring or Coaching: Actively guiding another individual.Mentoring or Coaching: Actively guiding another individual.
Exploration Period:Exploration Period: A career stage that usually ends in ones midA career stage that usually ends in ones mid-- twenties as one makes thetwenties as one makes the
transition from school to work.transition from school to work.
Establishment Period: A career stage in which one begins to search for work. It includes gettingEstablishment Period: A career stage in which one begins to search for work. It includes getting
ones first job.ones first job.
MidMid--career Stage:career Stage: A career stage marked by a continuous improvement in performance.A career stage marked by a continuous improvement in performance.
Leveling off in performance, or the beginning of deterioration ofLeveling off in performance, or the beginning of deterioration ofperformance.performance.
PlateauingPlateauing:: A condition of stagnating in ones current job.A condition of stagnating in ones current job.
LateLate--career Stage:career Stage: A career phase in which individuals are no longer learning about theirA career phase in which individuals are no longer learning about their
jobs, nor is it expected that they should be trying to outdo levels ofjobs, nor is it expected that they should be trying to outdo levels of
performance from previous years.performance from previous years.
Decline or Late Stage: The final stage in ones career, usually marked by retirement.Decline or Late Stage: The final stage in ones career, usually marked by retirement.
Holland Vocational Preference:Holland Vocational Preference: An individual occupational personality as it relates to vocationalAn individual occupational personality as it relates to vocationalthem.them.
MyersMyers--Briggs Type Indicator:Briggs Type Indicator: Uses four dimensions of personality to identify 16 personality types.Uses four dimensions of personality to identify 16 personality types.
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K E Y T E R M SK E Y T E R M SK E Y T E R M SK E Y T E R M S
careercareer
career managementcareer management
career developmentcareer development
career planningcareer planning
career planning and developmentcareer planning and development
reality shockreality shock
job rotationjob rotation
mentoringmentoring
promotionspromotions
transferstransfers
retirementretirement
preretirement counselingpreretirement counseling
career cyclecareer cycle
growth stagegrowth stage
exploration stageexploration stage
establishment stageestablishment stage
trial substagetrial substage
stabilization substagestabilization substage
midcareer crisis substagemidcareer crisis substage
maintenance stagemaintenance stage
decline stagedecline stage
career anchorscareer anchors