Professional Documents
Culture Documents
Employees Role
Employees take responsibility for their own career management. Employees should engage in several career management actions:
Take the initiative and ask for feedback regarding
Seek challenges by gaining exposure to a range of
learning opportunities.
Interact with employees from different work groups inside and outside the company. Create visibility through good performance.
Appraiser
Advisor Referral Agent
HR Managers Role
Provide information or advice about training and
development opportunities.
Offer specialized services such as testing
To determine the employees values, interests and skills.
Companys Role
Providing Resources which also includes specific programs and processes.
Career Workshops Information on career and job opportunities Career planning workbooks
Career Counseling
Career paths
Monitor the career planning system
relationships.
Developed through interactions with representatives of the company during recruitment and selection process.
Realistic Job Preview
Provides accurate information about attractive and
unattractive aspects of job, working conditions, company and location.
ENCOUNTER
SETTLING IN
Employees begin to feel comfortable with their job demands and social relationships. Start resolving work conflicts and conflicts between work and nonwork activities. Employees become interested in the companys
evaluation of their performance and in learning about potential career opportunities within the company.
Provide employees with broad understanding of The history of the company The company goals Day-to-day interpersonal relationships Performance requirements
ORIENTATION
ORIENTATION PROCESS
Career Path
A career path is a sequence of job positions involving similar types of work and skills that employees move through in the company. Many companies career paths are structured so that individual contributors can advance and receive certain financial rewards by moving into managerial positions. Advancement opportunities within technical career path are limited because individual contributors may lack experience and competencies ,needed to be successful.
Scientist
Assistant Director
Department Manager
Manager
Assistant Manager
A career path system can have negative consequences: 1) Due to lower status, less salary ;individuals(scientists) select to leave the company 2) If individuals want to gain status and additional salary, they choose to become managers. 3) Individuals who cannot meet the challenges of managerial position, may leave the company.
Developing career paths involves 1) Analyzing work and information flows. 2) Types of tasks performed across jobs 3) Similarities and Differences in Working Environment 4) Historical movement patterns of employees into and out of jobs(where in the company employee come from and what positions they take after leaving jobs)
Dual-Career-Path System
It enables employees to remain in a technical career path or move into a management career path Research scientists have the opportunity to move into 3 different career paths: a scientific path and 2 management paths. It is assumed that employees can earn comparable salaries and have similar advancement opportunities in these 3 paths. The paths were comparable in terms of responsibility, rewards and influence
Program Manager
Senior Program Manager Associate Section Manager
Associate Director
Project Manager
Department Manager
Researcher
Section Manger
Research Scientist
The individual contributor career path is used in the case of employees with outstanding technical skills.
Individual Contributors are given the opportunity to choose their career path. The company provides assessment resources such as psychological tests and development feedback.
Assessment information enables employees to see how similar their interests ,work values and skill strengths are to those of employees in technical and managerial positions
The first step is to create descriptions of skills and performance levels that apply to managerial and contributor positions. Skill Matrices were constructed for the two career paths. Each skill matrix describes the skills needed for each position within each career path. Skill Matrix is a table that displays peoples proficiency in specified skills and knowledge. It also shows their interest in working using their skills and knowledge.
The skill matrices were distributed to all employees so that they were aware of the skills they needed in current job and skills needed for development. The matrices were used to determine what training or experience, employees needed to meet current job responsibilities and for the next job. Employees could move from individual contributor to the management career path based on their performance, their qualifications and business need
Advantages
1) Motivate employees to broaden their skill base. 2) Reduce the difference in pay rates between managerial and non managerial positions.