Professional Documents
Culture Documents
What is a career??
A career is the work a person does. It is the sequence of jobs that an individual has held throughout his or her working life E.g. occupation of nursing.
Career Security Development of marketable skills and expertise that helps ensure employment within a range of careers Results from ability to perform within career designation even when working for more than one organization
Career anchors
Managerial competence Technical/functional competence Security Creativity Autonomy and independence
Managerial competence
Entrepreneurial creativity
Service/dedication to a cause
Service-orientated people are driven more by how they can help other people than by using their talents They may work in public services or in areas such
as human resources
Lifestyle
A typical Employee
views a career planning Programme as a path to upward mobility
The manager
Employee Role Self Assessment Gathering data Setting goals Developing plans Applying for openings
Managers Role Appraising the performance Coaching and supporting Guiding and Counseling Providing feedback Supplying information Maintaining the integrity of the system
Undertake a needs analysis comparison Reconcile employee career desires, developmental needs, and targeted job requirements with those of organizational career management Develop individual training work and educational needs using a time-activity orientation. Blueprint career path activities.
Holds formal and informal discussion with employees. Listens to and understands an employees real concerns. Clearly and effectively interacts with an employee. Establishes an environment for open interaction. Structures uninterrupted time to meet with employees.
(Continued)
Helps employee identify career-related skills, interests, and values. Helps employee identify a variety of career options. Helps employee evaluate appropriateness of various options. Helps employee design/plan strategy to achieve an agreed-on career goal.
(Continued)
Identifies critical job elements. Negotiates with employee a set of goals and objectives to evaluate performance. Assesses employee performance related to goals and objectives. Communicates performance evaluation and assessment to employee. Designs a development plan around future job goals and objectives. Reinforces effective job performance. Reviews an established development plan on an ongoing basis. (Continued)
Arranges for employees to participate in a high-visibility activity either inside or outside the organization. Serves as a role model in employees career development by demonstrating successful career behaviors. Supports employee by communicating employees effectiveness to others in and out of organization.
(Continued)
(Continued)
Identifies employees with problems (for example: career, personal, health). Identifies resources appropriate to an employee experiencing a problem. Bridges and supports employee with referral agents. Follows up on effectiveness of suggested referrals.
Works with employee in designing a plan for redress of a specific issue at higher levels of management. Works with employee in planning alternative strategies if a redress by management is not successful. Represents employees concern to higher-level management for redress of specific issues.
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Massive reduction in management ranks due to mergers, downsizing, stagnation, growth cycles, and reengineering Extinction of paternalism and job security Erosion of employee loyalty Environment where new skills must be learned constantly
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Lateral moves within company Employee becomes revitalized and finds new challenges No pay or promotion involved Opportunity to develop new skills Employee rewarded by increased job challenge
specialists contribute expertise without becoming managers Increasingly popular Used in higher education
Demotion
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A more realistic option today Some workers have no desire to change as technology changes Might open up clogged promotional path Senior employee can escape unwanted stress without being a failure
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Employees view themselves as independent contractors who must constantly improve their skills They are managing their own careers Only tie that binds them and company is commitment to mutual success and growth
Self Assessment
Job Search
Self- Assessment
Aware of the interrelationship between self and occupational choice Start by:
Interests
Abilities
Learning interests, abilities, skills, and work values Listing accomplishments Understanding physical and psychological needs Assessing aspirations and motivation level Deciphering personal traits and characteristics
Values
Personality
Key Motivating Factors Your Values Your Vision Your Strengths (and how to keep your weaknesses in check) Your Development Needs SMART Goals and Rewards on the way Resources needed and support mechanisms Potential Difficulties Timescales (!!!) and Reminders