CENTRAL PHILIPPINE UNIVERSITY School of Graduate Studies Jaro, Iloilo MAN 769 HUMAN RESOURCE MANAGEMENT IN NURSING SERVICE

E Joyce B. Albaladejo, RN Reporter MRS. LILIA A. DELICANA, RN, MAN, DM Professor JUSTIFICATION FOR CAREER DEVELOPMENT Career Is a sequence of separate but related work activities that that provide continuity, order and meaning to a persons life. (Edwin Flippo) For an employee, this represents various jobs performed by him during the course of his working life known as Career Path. Career Planning Is one important aspect of human resource planning and development. This refers to the formal programmes that organization implements to increase the effectiveness and efficiency of the human resource available. CAREER STAGES (Evans Model) Education is taught in terms of employment. After college, we seek for jobs and very few people stick to the same job all thoughout life. Chances are, they change jobs depending on available opportunities and they go on the following stages: 1. EXPLORATION Represents pre-employment stage. Ends for most individuals in mid-twenties. Directions by the parents, teachers, friends, film, mass media etc has great influences. In this period the number of expectations of ones career is developed. 2. ESTABLISHMENT This stage covers about 10 years from the age of 25. In this stage the individual looks for job & tries to get settled in some organization. Consists of uncertainties and anxieties, and increased responsibilities. During this stage person tries to establish a place in society & work for career advancement. Work at a lower level. 3. MID-CAREER STAGE Stage between age of 35 & 45. This stage is a lot of challenges and stressful. Search for new life goals. Get greater responsibilities and attractive and appreciable rewards. Level where employer identify talents for higher position . 4. LATE CAREER Stage continues for about 20 years from mid- forties. Career graph of an individual may be characterized by growth Holding senior position Individual having varied experience& learning Decreased work mobility and will be locked in their current jobs. 5. DECLINE Stage after the age of 65. Individual is forced to step out. High achievers are teased by inactivity and non-creativity. Retirement in imminent. CAREER STAGES (McNEESE-SMITH) 1. ENTRY This is the process of involvement, skill development and increasing congruity between an individuals self conception and his or her role on the job. 2. MASTER Begins with a new member having an advanced beginner skills, possessing some job esteem and moving towards seniority, expertise and high esteem. 3. DISENGAGEMENT Commences if the congruity and the relationship between self-identity and job-identity begins to decline. The focus shifts to something else, no longer provides growth and a relevant sense of identity.

CAREER DEVELOPMENT is the planning and implementation of career plans and can be viewed as a critical life process involving both the individual and the employer. consists of activities undertaken by individual employees and the organization to meet career aspirations and job requirements. is a Formal approach used by organization to ensure that people with proper qualifications and experiences are available when needed. Objectives of career development To attract & attain effective persons in organization To utilize human resource optimally To improve morale & motivation level of employees To reduce employee turnover To make employees adaptable to changes DEVELOPMENT OF CAREER PLAN :Such plan must describe the following in concrete form/forms: a. What is to be attained/achieved? b. The extent to which it is to be attained, c. The employees involved, d. The department in which the proposed plan will operate; e. The length of time required the achieving the goals. In order to execute the career development plan, the organization should: A. Introduce systematic policies and programmes of staff training and career development for all categories of employees so as to enable them to: I. Improve their level of skill and knowledge II. Gain wider experiences; and III. Assume higher responsibilities. B. Establish and effectively implement a system of study leave; C. Develop the experience of the employees by encouraging their rotation from one region to another; D. Take positive steps to encourage career development, such as: A. Providing within the organization; B. Giving priorities in the filling of vacancies in the following order for: 1. promotion within the organization; 2. Transfer within the organization; 3. Outside recruitment. C. Removing artificial barriers to promotion; IV. Establishing a register of employees for promotion on meritcum-seniority basis INDIVIDUAL CAREER DEVELOPMENT:Career progress and development is largely the outcome of actions on the part of an individual. Some of the important steps that could help an individual cross the hurdles on the way up may include: I. PERFORMANCE :Career progress rests largely on performance. If the performance is sub-standard, even modest career goals cant be achieved. II. EXPOSURE :Career development comes through exposure, which implies becoming known by those who decide promotions, transfers and other career opportunities. You must undertake actions that would attract the attention of those who matter most in an organization. III. NETWORKING :Networking implies professional and personal contacts that would help in striking good deals outside (e.g., lucrative job offers, business deals, etc.). for years men have used private clubs, professional associations, old-boy networks to gain exposure and achieve their career ambitions. IV. LEVERAGING :Resigning to further ones career with another employer is known as leveraging. When the opportunity is irresistible, the only option left is to resign from the current position and take up the new job (opportunity in terms of better pay, new title, a new learning experience, etc.)however, jumping the jobs frequently (job-hopping) may not be a good career strategy in the long-run. V. LOYALTY TO CAREER :Professionals and recent college graduates generally jump jobs frequently when they start their career. They do not think that career long dedication to the same organization may not help them further their career ambitions. VI. MENTORS AND SPONSORS :A mentor is, generally speaking, an older person in a managerial role offering informal career advice to a junior employee. A sponsor, on the other hand, is someone in the organization who can create career development opportunities. LEADERSHIP ROLES AND MANAGEMENT FUNCTIONS ASSOCIATED WITH CAREER DEVELOPMENT LEADERSHIP ROLES

1. Is self-aware of personal values influencing career development. 2. Encourages employees to take responsibility for their own career planning. 3. Identifies and develop future leaders. 4. Shows a genuine interest in the career planning and career development of employees. 5. Encourages and supports the development of career paths within an organization. 6. Supports employees personal career decisions based on each employees needs and values 7. Is a role model for continued profession al development. MANAGEMENT FUNCTIONS 1. Develop fair and well-communicated policies on promotion and transfers. 2. Uses organizational transfer appropriately. 3. Uses a planned system of long-term coaching for career development. 4. Disseminates career information. 5. Posts job openings. 6. Works cooperatively with other departments in arranging for the release of employees to take other positions within the organization. 7. Provides necessary training and education. ORGANIZATIONAL CAREER DEVELOPMENT The assistance from managers and HR department is equally important in achieving individual career goals and meeting organizational needs. A variety of tools and activities are employees for this purpose. 1. SELF-ASSESSMENT TOOLS Two self-assessment tools are quite commonly used in the organizations. The first one is called the career planning workshop. After individuals complete their self-assessment, they share their findings with others in career workshops. The second tool, called as a career workbook, consists of a form of career guide in the question-answer format outlining steps for realizing career goals. 2. INDIVIDUAL COUNSELLING Employee counselling is a process whereby employees are guided in overcoming performance Problems. 3. EMPLOYEE DEVELOPMENT PROGRAMMES These consist of skill assessment and training efforts that organizations use to groom their employees for future vacancies. Seminars, workshops, job rotations and mentoring programmes are used to develop a broad base of skills as a part of such developmental activities. 4. CAREER PROGRAMMES FOR SPECIAL GROUPS There is growing evidence regarding dual career families developing tensions and frictions owing to their inability to reconcile the differences between the family roles and work demands. Organizations are providing a place and a procedure for discussing such role conflicts and coping strategies. CAREER DEVELOPMENT ACTIONS a) JOB PERFORMANCE :Employee must prove that his performance on the job is to the level of standards established, if he wants career progress. b) EXPOSURE :Employees desire for career progress should expose their skills, knowledge, qualifications, achievements, performance etc., to those who take the decision about career progress. c) RESIGNATIONS :Employees may resign the present job in the organization, if they find that career opportunities elsewhere are better than those of the present organization. d) CHANGE THE JOB :Employees who put organizational loyalty above career loyalty may change the job in the same organization are better than those in the present job. e) CAREER GUIDANCE :And counselling provides information, advice and encouragements to switch over to other career or organization, where career opportunities are better. JUSTIFICATION FOR CAREER DEVELOPMENT 1.Reduces employees attrition. Career development can reduce the turnover of ambitious employees who would otherwise be frustrated and seek other jobs because of lack of job advancement. 2.Provides equal employment opportunity. Minorities and under-served groups will have a better oppurtunity to move up in an organization if they are identified and developed early in their careers. 3.Improve use of personnel. When employees are kept in jobs they have outgrown, their productivity is often reduced. People perform better when they are placed in jobs that fit them and are provided with challenges. 4. Improve quality of work life. Nurses increasing desires to improve their careers. They are less willing to settle just any role or position that comes their way.

5. Improves competitiveness of the organization. Highly educated professionals often prefers organizations that have a good record of career development. A recognized program of career development can be the deciding factor for professional selecting a position 6. Avoids obsolence and builds a new skill. Begins to retain employees proactively, providing necessary skills to to remain current in their field and organization. ORGANIZATIONS AND INDIVIDUALS COMPONENTS FOR CAREER DEVELOPMENT CAREER PLANNING (INDIVIDUAL) -self-assess interests, skills, Strengths,weaknesses and values. -determine goals -assess the organization for Opportunities. -assess opportunities outside the Organization. -develop strategies -implement plans -evaluate plans -reassess and make new plans as Necessary, at least biannually. CAREER MANAGEMENT (ORGANIZATIONAL) -integrate individual employee needs with organizational needs. -establish, design, communicate, and implement career paths. -dessiminate career information. -post and communicate all job openings -assess employees career needs -provide work experience for development. -give support and encouragement -develop new personnel policies as necessary. -provide training and education.

In career management, organizations creates career paths and advancement ladders. They also attempts to match position openings and appropriate people which includes accurately assessing employees performance and potential to offer career guidance, education and training. And these organizational responsibilities are: Integration of needs Establishment of career paths Dissemination of career information Posting of job openings Assessment of employees Provision of challenging assignments Giving support and encouragement Development of personnel policies Provision of education and training References: Leadership Role and Management Function for Nursing by Marquis, B. and Huston, C.