Professional Documents
Culture Documents
Help people learn the skills they will need lifelong to be self-reliant, resilient citizens, able to find work they love in times of constant workforce change and to maintain balance between work and their other life roles.
Basic Concepts
Basic Concepts
CAREER PATHS: Flexible lines of progression through which employees move OR a sequential pattern of jobs. CAREER GOALS: The future positions that an individual strives to reach as part of a career. CAREER PLANNING: The process by which one selects career goals & the path to those goals.
Basic Concepts
CAREER DEVELOPMENT: The personal actions one undertakes to achieve a career plan.
CAREER MANAGEMENT: The process of designing and implementing plans & strategies that enable HR professionals & mangers to satisfy workforce needs & allow individuals to achieve their career objectives.
Basic Concepts
CAREER RESILIENCE: The degree to which employees can cope with problems affecting their work. CAREER INSIGHT: The extent to which employees are aware of their interests, skills, strengths & weaknesses and how these perceptions relate to their career goals. CAREER IDENTITY: The extent to which employees define their personal values in accordance with their work and the degree of alignment between the two.
Career Issues
CAREER DRIFT: The phenomenon of people entering jobs, occupations & careers with little attention to career planning & then feeling disengaged.
Reasons for getting into the wrong careers Financial needs Inadequate knowledge
Improper guidance
Family background
Career Issues
Low Ceiling Careers: Highly
specialized jobs with little rooms for advancement. Career Plateaus: Reach a plateau in
weaknesses. Better knowledge of career opportunities Helps chose a suitable career Opportunity to change career plans with changing needs & environment Sense of satisfaction & achievement
increased responsibility.
Maintenance,
withdrawal, and retirement: Individuals may experience continued growth of accomplishments or may encounter career stability. At some point, individuals consider withdrawal and ultimate retirement.
Birth
Job Choice
Education/Training
Employment
Retirement
Careers are no longer viewed as an upward linear progression but reinvented constantly as work environments change
Career Anchors
Basic attitudinal characteristics that guide people throughout their careers. 8 Anchors identified by Edgar Schein
Autonomy/ Independence
Entrepreneurial creativity Technical/ Functional competence General Management
Service
Security/ stability Pure challenge Life Style
Interactions, Productivity increase Maintenance: Mentoring, Productivity maximum, stagnation Disengagement: Productivity declines, evaluate his life/career
Individual Assessment
Organizational Assessment
Need Analysis
Opportunity Analysis
Need-opportunity Alignment
Career Counseling
Organizational Needs
STRATEGIC Current Competencies Future Competencies Market Changes Mergers etc. Joint Ventures Innovation Growth Downsizing OPERATIONAL Employee turnover Absenteeism Talent Pool Outsourcing Productivity
CAREER MANAGEMENT
PERSONAL Age/ Tenure Family Concerns Spouse Employment Mobility Outside Interests PROFESSIONAL Career Stage Education & Training Promotion Aspirations Performance Current career path
Individual Assessment
Wrong career choice leading to Career drift
Individual Assessment
Basic elements of need analysis:
and attitudes
Organizational Assessment
organizational possibilities.
Inform employees about the future prospects in the organization. Communicating organizational opportunities for all in terms of promotional channels, transfers etc.
Preference:
Skill Area Proficiency 1. Problem solving _______ 2. Team presentation _______ 3. Leadership _______ 4. Negotiation _______ 5. Conflict management _______ 6. Scheduling _______ 7. Delegation _______ 8. Participative management _______ 9. Feedback _______ 10. Planning _______ 11. Computer _______
x Preference _______ _______ _______ _______ _______ _______ _______ _______ _______ _______ _______
= Score _______ _______ _______ _______ _______ _______ _______ _______ _______ _______ _______
tracking
career
moves
organization helps.
Two steps:
Career Counseling
This refers to one-on-one sessions with the goal of helping employees examine their career aspirations. Provide answers to questions like:
What are the future prospects if I pursue my career objectives? What are the opportunities available given my current abilities & skills?
Each career:
person
must
accept
Competency Analysis
Career Moves
Reality shock - phenomenon that occurs when a new employees high expectations confront the reality of an unchallenging job
Realistic job previews can help prospective employees more accurately gauge whether the
Competency Analysis
Study jobs carefully to identify & assign weights to
Job Progressions
skills.
Promotions
1st is seniority or competence the rule? 2nd how should we measure competence? 3rd is the process formal or informal?
Handling Transfers
A transfer: a lateral move to another job with no
Succession Planning
Career Counseling
Their current job activities & performance Their personal & career interests & goals Their personal skills
A planned learning event Provide a chance to compare & discuss attitudes, concerns, and plans with others in similar situation. Workshop activities include: Self-assessment Environmental assessment An individual segment
Mentoring
Mentoring relationships generally involve advising, role modeling, sharing contacts, and giving general support. Mentoring Functions:
Career Functions: Include sponsorship, exposure, coaching, protection, challenging assignments Psychosocial Functions: Include role modeling, acceptance & confirmation, counseling & friendship
Mentoring
SUCCESSFUL MENTORING
Show commitment to learn Check ego at the door Ask for feedback
what is needed that it is the employees responsibility to make you aware of their career, professional and
Collaborate
with employees on your side of learning and development plans.
with employees on helping them achieve their career goals.
Be Willing to Learn
see willingness to learn as a critical indicator for long-term career success view experiential and academic learning, lateral moves and career changes as creative career moves stay aware of employee developmental needs, and make opportunities available for higher performers to achieve their goals and contribute to the organizations success.
Update annually no later than Dec. 31 after completion of annual performance evaluation.
Retain in confidential departmental employee file.
Patricks Goal Current Future Take Access class create faculty database provide backup for Joyce Learn faculty search process Cross training build value in career/enrichment Take Dept. course through Know more about dept. classes possible masters degree Tuition Waiver/Comm. Scholar Supervisor Goal Current Future Agree with employee above. Also: Expand leadership experience Increase leadership skill Develop supv. potential By participating in Univ org. & experience, expand network Career enrichment. Univ. org. in leadership role.
Specific Steps Get info on ITC Access class, Dept. class, Comm. Scholar, TW. Ensure funding for Access, get coverage during class Email Joyces supv. to sched. Crosstraining for next 6 mos., schedule coverage. Prepare TW and registration forms and get signatures Research Empl.Council, P&T committee, EAN and propose to Supv.
Comments Talk to E. Bardeen re TW B. Fornadel on Comm. Schol. Email to bus. Mgr., Chair Patrick attend 1st mgt. then propose schedule for approval class needs to be during slow time not summer ask E. Missana for more ideas
Attended dealing with difficult people workshop. Attended advanced Excel training. Received Career Services certificate.
All classes very useful in current position. Career classes helped to see how to build value in my position and career.
Arlon has made productive use of the classes he attended. Next years classes will help position him for expanded responsibilities and for great career opportunities in the University.
Other Techniques
Coaching: Employee coaching consists of ongoing, sometimes spontaneous, meetings between manages and their employees to discuss the employees career goals and development. Job Rotation: Job rotation involves assigning employees to various jobs so that they acquire a wider base of skills. Tuition Assistance Programs: Organizations offer tuition assistance programs to support their employees education and development.
www.self-directed-search.com