17116039 managing career

8/8/2019 17116039 Managing Career

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Managing CareerManaging Career

Concept of CareerConcept of Career--sequence ofsequence ofpositions,roles,jobsheld by onepositions,roles,jobsheld by one

person over relatively long time span.person over relatively long time span.An organized path taken by anAn organized path taken by an

individual across time and space withindividual across time and space with

horizon.horizon.Managing CareerManaging Career--refers to the way inrefers to the way in

which organizations help employeeswhich organizations help employees

plan their careers & manage them.plan their careers & manage them.


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Career MotivationCareer Motivation

Organizations which help their employees plan theirOrganizations which help their employees plan theircareer,enjoy the benefits of a motivated and loyalcareer,enjoy the benefits of a motivated and loyalworkforce.workforce.

Career MotivationCareer Motivation involves three aspects.involves three aspects.

1.Career resilience1.Career resilience-- degree to which employees can copedegree to which employees can copewith problems affecting their workwith problems affecting their work

2.Career Insight2.Career Insight-- extent to which employees are awareextent to which employees are awareof their interests,skills,strengths, and weaknesses &of their interests,skills,strengths, and weaknesses &

how these perceptions relate to their career goals.how these perceptions relate to their career goals. 3.Career Identity3.Career Identity-- extent to which employees defineextent to which employees define

their personal values in accordance with their work andtheir personal values in accordance with their work andthe degree of alignment between the two.the degree of alignment between the two.


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Important Terms:Important Terms:

CAREER PATHCAREER PATH--sequential pattern of jobssequential pattern of jobsthat form a career.that form a career.

CAREER GOALSCAREER GOALS--future positions that anfuture positions that anindividual strives to reach as part of aindividual strives to reach as part of acareer.career.

CAREER PlANNING:CAREER PlANNING:--process by which anprocess by which anindividual selects career goals and theindividual selects career goals and thepath to these goals.path to these goals.


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Career PlanningCareer Planning

IT has two aspects:IT has two aspects:

1.Individual Career planning:employee1.Individual Career planning:employee

personally plans career goals.personally plans career goals. Organizational careerOrganizational career

planning:organization plans career goalsplanning:organization plans career goalsfor its employees.for its employees.


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Career Management:Career Management:

Process of designing & implementingProcess of designing & implementinggoals,plans,& strategies that enable HRgoals,plans,& strategies that enable HR

professionals and managers to satisfyprofessionals and managers to satisfyworkforce needs and allow individuals toworkforce needs and allow individuals toachieve career objectives.achieve career objectives.

Career development programs help in theCareer development programs help in the

achievement of career objectives.achievement of career objectives.


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CAREER ANCHORSCAREER ANCHORS

They are the basic attitudinalThey are the basic attitudinalcharacteristics that guide peoplecharacteristics that guide peoplethroughout their careers.throughout their careers.

They act as a foundation ofThey act as a foundation ofconviction,competence and mentalconviction,competence and mentalpreparedness for pursuing a path.preparedness for pursuing a path.

These characteristics are composed ofThese characteristics are composed ofneeds & drives & serve to anchor theneeds & drives & serve to anchor theperson to a few related types of careers.person to a few related types of careers.


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Career Anchor:TypesCareer Anchor:Types

Developed by Edgar Schein:8 CA:Developed by Edgar Schein:8 CA:

1.Autonomy/independence.1.Autonomy/independence.

2.Security/stability2.Security/stability

3.Technical/functional competence3.Technical/functional competence

4.General Management4.General Management

5.Entrepreneurial creativity.5.Entrepreneurial creativity.

6.Service.6.Service. 7.Pure Challenge7.Pure Challenge

8.Life Style.8.Life Style.


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Elements of a career planningElements of a career planning

Program:Program: 1.Individual Assessment and Need1.Individual Assessment and NeedAnalysis.Analysis.

2.Organisational Assessment and2.Organisational Assessment andOpportunity Analysis.Opportunity Analysis.

3.Need3.Need--Opportunity AlignmentOpportunity Alignment

4.Career Counselling.4.Career Counselling.


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Benefits of career planning toBenefits of career planning to

organizations;organizations;1.Ensures availability of resources.1.Ensures availability of resources.

2.Enhances Organizational ability to2.Enhances Organizational ability to

attract and retain talent.attract and retain talent.3.Ensures growth opportunities for3.Ensures growth opportunities for

all.all.

4.Handles employee frustration.4.Handles employee frustration.


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Benefits of career planning to anBenefits of career planning to an

individual.individual. 1.Employee can understand own strengths1.Employee can understand own strengths

&weakness.&weakness.

2.Gives better knowledge of career opportunities2.Gives better knowledge of career opportunities

to employees.to employees. 3.Enables to choose a career that suits the3.Enables to choose a career that suits the

lifestyle,preferences,self developmentlifestyle,preferences,self developmentplans,family environm ent etc.plans,family environm ent etc.

4.Helps to plan career in a long term4.Helps to plan career in a long termperspective.perspective.

5.provides opportunity to change plans5.provides opportunity to change plansaccording to the changing needs or changingaccording to the changing needs or changing

environment.environment.


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Issues in Career Planning:Issues in Career Planning:

1.Dual family careers1.Dual family careers

2.Low ceiling careers2.Low ceiling careers

3.Declining opportunities3.Declining opportunities 4.Career Stages.4.Career Stages.

5.Restructuring5.Restructuring

6.Career Plateaus6.Career Plateaus 7.Work Family Issues.7.Work Family Issues.


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Career Development:Career Development:

Process by which employees progressProcess by which employees progressthrough a series of stages, eachthrough a series of stages, each

characterized by a different set ofcharacterized by a different set ofdevelopmental tasks, activitiesdevelopmental tasks, activities&relationships&relationships


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Career Development/ManagementCareer Development/ManagementModels:Models:

1.Life cycle Model: based on the different stages1.Life cycle Model: based on the different stagesthat an individual grows through in his career.that an individual grows through in his career.

2.Organizational based model2.Organizational based model--states thatstates thatcareers progress through different stages & acareers progress through different stages & adifferent set of activities are attached to eachdifferent set of activities are attached to eachstage.stage.

3.Direction pattern model3.Direction pattern model--talks of differenttalks of differentperspective of employees about their careers &perspective of employees about their careers &

plan to progress.for eg:when emp cont in sameplan to progress.for eg:when emp cont in samejob for lifejob for life--linear approch.linear approch. Spiral approachSpiral approach--when emp shifts in jobs.when emp shifts in jobs.


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Stages in Career Development:Stages in Career Development:

1.Exploration Stage:1.Exploration Stage:

2.Establishment Stage.2.Establishment Stage.

3.Maintenance Stage.3.Maintenance Stage.

4.Disengagement Stage.4.Disengagement Stage.


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Career Objectives & Career Path.Career Objectives & Career Path.

CP of an employee takes many twists &CP of an employee takes many twists &turns to achieve final CO.Some areturns to achieve final CO.Some areinternal such as transfers,promotions etc.internal such as transfers,promotions etc.

Some are external like change inSome are external like change inorganization/occupation.organization/occupation.

Promotions can be of 3 types:Promotions can be of 3 types:-- MeritMerit

based,seniority based & seniority &based,seniority based & seniority &meritbased.Another classificationmeritbased.Another classification--

Time bound &vacancy bound.Time bound &vacancy bound.


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Tranfer; horizontal movement fromTranfer; horizontal movement fromone job to another.one job to another.

Two reasonsTwo reasons--employee needs &employee needs &organizational needs.organizational needs.

They are of 3 types:They are of 3 types:1.Employee Initiated1.Employee Initiated

transfer/personal transfer.transfer/personal transfer.

2.Company Initiated transfer.2.Company Initiated transfer.

3.Public initiated transfers.3.Public initiated transfers.


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Model for planned Self development:Model for planned Self development:

Consists of six different stages:Consists of six different stages:

1.Self Assessment.1.Self Assessment.

2.Opportunity Analysis2.Opportunity Analysis 3.Decision Making.3.Decision Making.

4.Leverage Network.4.Leverage Network.

5.Venture.5.Venture. 6.Continous Assessment.6.Continous Assessment.


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Succession PlanningSuccession Planning

It helps identify specific individuals to fillIt helps identify specific individuals to fillfuture vacancies in key positions.future vacancies in key positions.

An organization Replacement chart formsAn organization Replacement chart formsthe basis for the process of successionthe basis for the process of successionplanning.planning.

Effectine SP should consists of theEffectine SP should consists of thefollowing elements:Continuity,Long termfollowing elements:Continuity,Long termperspective,Organizational needperspective,Organizational needperspective,turnoverperspective,turnover

management,emphasis on results.management,emphasis on results.


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Thank youThank you

17116039 managing career

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