Pattern of

work
related
experiences
Reflects
any work,
paid or
unpaid
Career
Traditionally, to assist
employees in advancing
career goals

Dynamic job environment
requires individual to be
responsible for career
management
New Rules-Build employee
self reliance, maintain
their marketability
Provide support to
continually add to their
skills, abilities and
knowledge
Career
Management
Organization
Perspective
Organizatio
n Career
Planning
Tracki
ng
caree
r
paths
and
devel
oping
caree
r
ladde
rs
To
ensur
e
capab
le
talent
will
be
availa
ble to
meet
organ
izatio
ns
needs
Individual Perspective
Individual Career
Development
Assisting individuals to
identify their major goals and
how to achieve them
Focuses on his/her life
outside and inside the
organization
Addresses individual personal
work career and other life
style issues
Individual versus Organization Perspective
Traditional Career Stages
Will performance
increase or decline?
High
5
15 10 35 25 20 40 30 50 45 60 55 70 65 75
Age
Low
Getting first
job and being
accepted
The elder
statesperson
Preparing for
retirement
Exploration Estblshment Mid career Late Career Decline
Transition
from school to
work
Job
Performance
This period ends as one makes transition
from formal education programs to work
Includes school and early work
experiences, such as internships.
-trying out different fields (e.g. internships,
education programs)
- discovering likes and dislikes
-forming attitudes toward work (meeting
deadlines, taking shortcuts, attendance etc)
-social relationship patterns (e.g. easygoing etc)
Least relevance to organizations because it
occurs prior to employment, but not
irrelevant
EXPLORATION STAGE
Begins with search for work and includes
accepting first job
Dominated by two problems: finding a
niche and making your mark
Individuals in this stage have yet to reach
their peak productivity
This stage is experienced as going uphill
This stage has ended when you make
your mark
ESTABLISHMENT STAGE
Three patterns may be evident at this stage
a. Individuals may continue their prior
improvement in performance
b. Level off in performance
c. Begin to deteriorate
MID CAREER STAGE
Continuous
performance
improvement
Reach early goals and
go to even greater
heights
Target continued
growth and
performance
Level -off
Plateaued employees
Technically
competent, may not
be as ambitious as
climbers
Deteriorating
Performance
Loss of both
productivity and
interest
Relegating to less
conspicuous jobs,
demoting, firing
Mid- Career
Individuals are no longer learning about
their jobs nor expected to outdo levels of
performance from previous years
Value to the organization lies in their
judgment, built up over years, can
teach others knowledge they have
gained
Continue to grow through mid careerthis
stage is pleasant time, luxury to relax, bask
in respect of less experienced people
Stagnated or deterioratedlook for
retirement or opportunities to do
something different, Life off the job
carries more importance
LATE CAREER STAGE
Difficult stage
Hardest for those who had continued
success, may be pleasant for those
whose performance deteriorated, for
plateaued its an easier transition
This stage is usually marked by retirement
Financial security is key element in this
decision
DECLINE STAGE
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