Professional Documents
Culture Documents
Career Goals
Age
20
25
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45
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65
Career Stages
HR Dept. maintains CPF in employees Personnel File and uses the information for staffing purposes
1. 2. 3. 4.
A job posting system Mentoring activities Career resource centers Managers as career counselors
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Performance appraisals
Career-path building programs
Job posting is an organized process that allows employees to apply for open positions within the organization
They can respond to announcements and postings of positions and then be considered along with external candidates
The primary purpose of a mentoring system is to introduce people to the inner network of the organization. Which may assist them in their career advancement Mentoring systems help clarify the ambiguous expectations of the organization, provide objective assessment of the strengths and weaknesses of new employees, and provide a sounding board for participants
A career resource center returns the responsibility of career development to the employee The center offers self-directed, self-paced, learning and provides resources without creating dependence on the organization Career development works only if employees accept responsibility for their own careers
Contd.
One of the fundamental goals of career development is to help facilitate career decision making, which helps to develop career exploration and evaluation competencies The primary services provided at career resource centers are: educational information, career planning, personal growth and job finding skills
This initiative brings several unique advantages to the career counseling role. Managers:
can make realistic appraisals of organizational
opportunities can use information from past performance evaluation to make realistic suggestions concerning career planning have experienced similar career decisions and can be empathetic towards the employee
Career development workshop is designed to encourage employees to take responsibilities for their careers Employees can reflect on their present occupation in order to determine their level of satisfaction Thus, workshops and seminars are excellent vehicles for orienting employees to career/life planning, a major component of career development
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goals?
How do you plan to gain knowledge and skills?
Contd.
Human resource planning is viewed as process of analyzing an organizations human resource needs under changing conditions and developing the activities
From the analysis of needs, priorities can be determined and human resources can be allocated to satisfy existing future needs through career management
Performance appraisals are a tool that HRD practitioners can use to guide and direct future growth opportunities for employees
This should aid in the development of a persons career as well as enhance communications and understanding
Career path is the sequencing of work experiences, usually different job assignments, in order to provide employees with the opportunity to participate in many aspects of a professional area For example, in order for a salesperson to move up the ladder to regional manager, it is important that he or she understands all aspects of the job Therefore, a career path in sales might include a period of time in sales, account supervision and district management By experiencing each of these related but different occupations, the employee can develop a better understanding of the broad role of regional manager
Historical
Organizational
Behavioral
Past patterns of career progression; how the incumbents got where they are
Paths defined or dictated by management to meet operating needs; progression patterns that fit prevailing organizational needs
Paths that are logically possible based on analysis of what activities are actually performed on the job
Actual paths created by the past movement of employees among management jobs
Paths are determined by prevailing needs for staffing in the organization Reflects prevailing management values and attitudes regarding careers Usually consistent with job evaluation and pay practices Basis is organizational need, management style and expediency
Calls for change: new career options and used as a basis for career planning Used as a basis for career planning
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Career Planning
Career Awareness
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Career planning is the process of setting individual career objectives and creatively developing activities that will achieve them
Career planning can also be seen as a personal process, consisting of 3 criterions: 1. Broad life planning
2. Development planning
3. Performance planning
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The HRD practitioner has an obligation to encourage as well as provide for the utilization of career planning on the part of employees
planning activity
Employees are ultimately responsible for the development of their own careers Employees control decisions such as whether to remain in the organization, whether to accept specific occupational assignments, whether to perform at acceptable levels and even whether to
Contd.
2. Career Awareness
The role of the HRD practitioner is to provide the means and the information to assist in personal career decision making
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2. Career Awareness
Employees, in turn, should take advantage of that climate and be aware of the important components of career development They need to construct plans that will enable them to accomplish their career goals, analyze potential career areas and determine if they possess the skills, competencies and knowledge necessary to be considered serious candidates for such positions
Most career resource centers provide occupational guides, educational references, career planning guides and computer programs aimed at assisting employees in determining their career interests, values and competencies These materials increase the effectiveness and efficiency of career planning and provide employees with alternative approaches to career development
The Strong-Campbell Interest Inventories, The Self-Directed Search and Vista (Act) are examples of interest inventories designed to provide employees with important information about their career interests, values and competencies
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