career management
DESCRIPTION
Career ManagementTRANSCRIPT
Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved.
11 - 1
1111Chapter
Careers and Career ManagementCareers and Career Management
Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved.
11 - 2
ObjectivesObjectivesAfter reading this chapter, you should be able to:After reading this chapter, you should be able to:
1. Identify the reasons why companies should help employees manage their careers.
2. Discuss why and how the concept of a career has changed.
3. Explain the development tasks and activities in the career development process.
Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved.
11 - 3
Objectives Objectives (continued)(continued)
4. Design a career management system.
5. Discuss the role of the web in career management.
6. Effectively perform the manager’s role in career management.
Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved.
11 - 4
IntroductionIntroduction Restructuring of organizations makes it essential
that companies reconsider the concepts of career and career management in order to retain and motivate employees.
Companies successful at managing employee growth that accompanies business expansion emphasize that employees are to be responsible for career management.
Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved.
11 - 5
Introduction Introduction (continued)(continued)
These companies do provide resources supporting careers such as development opportunities, mentoring, and training managers in how to coach employees.
A major challenge is how to balance advancing current employees’ careers with simultaneously attracting and acquiring employees with new skills.
Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved.
11 - 6
What Is Career Management?What Is Career Management?
Career managementCareer management is the process through which employees:Become aware of their own interests, values,
strengths, and weaknesses.Obtain information about job opportunities within
the company.Identify career goals.Establish action plans to achieve career goals.
Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved.
11 - 7
Why Is Career Management Important?Why Is Career Management Important?
From the company’s perspectivecompany’s perspective, the failure to motivate employees to plan their careers can result in:A shortage of employees to fill open positionsLower employee commitmentInappropriate use of monies allocated for
training and development programs
Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved.
11 - 8
Why Is Career Management Important?Why Is Career Management Important?(continued)(continued)
From the employees’ perspectiveemployees’ perspective, lack of career management can result in:FrustrationFeelings of not being valued by the companyBeing unable to find suitable employment
should a job change be necessary due to mergers, acquisitions, restructuring, or downsizing.
Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved.
11 - 9
Career Management and Career MotivationCareer Management and Career Motivation
Career motivationCareer motivation refers to:Employees’ energy to invest in their careersTheir awareness of the direction they want their
careers to takeThe ability to maintain energy and direction despite
barriers they may encounter Career motivation has three aspects:
Career resilienceCareer insightCareer identity
Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved.
11 - 10
The Value of Career MotivationThe Value of Career Motivation
Components of Career Motivation
Career Resilience Company ValueCompany Value • Innovation• Employees adapting to unexpected changes• Commitment to Company• Pride in Work
Employee ValueEmployee Value • Be aware of skill strengths and weaknesses• Participate in learning activities• Cope with less than ideal working conditions• Avoid skill obsolescence
Career Insight
Career Identity
Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved.
11 - 11
The career management process:The career management process:
Self-Assessment
Reality Check
Goal SettingAction
Planning
Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved.
11 - 12
Components of the Career Management Components of the Career Management Process:Process: Self-Assessment
Use of information by employees to determine their career interests, values, aptitudes, and behavioral tendencies.
Often involves psychological tests. Reality Check
Information employees receive about how the company evaluates their skills and knowledge and where they fit into company plans.
Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved.
11 - 13
Components of the Career Management Components of the Career Management Process: Process: (continued)(continued)
Goal SettingThe process of employees developing short- and
long-term career objectives.Usually discussed with the manager and written
into a development plan. Action Planning
Employees determining how they will achieve their short- and long-term career goals.
Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved.
11 - 14
Shared Responsibility:Shared Responsibility:Roles in Career ManagementRoles in Career Management
Manager
Employees
Company
HR Manager
Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved.
11 - 15
Employees’ Role in Career ManagementEmployees’ Role in Career Management
Take the initiative to ask for feedback from managers and peers regarding their skill strengths and weaknesses.
Identify their stage of career development and development needs.
Seek challenges by gaining exposure to learning opportunities.
Interact with employees from different work groups inside and outside the company.
Create visibility through good performance.
Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved.
11 - 16
Managers’ Role in Career ManagementManagers’ Role in Career Management
Roles Responsibilities
Coach Probe problems, interests, values, needsListenClarify concernsDefine concerns
Appraiser Give feedbackClarify company standardsClarify job responsibilitiesClarify company needs
Advisor Generate options, experiences, and relationshipsAssist in goal settingProvide recommendations
Referral agent Link to career management resources
Follow up on career management plan
Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved.
11 - 17
HR Manager’s Role in Career ManagementHR Manager’s Role in Career Management
Provide information or advice about training and development opportunities.
Provide specialized services such as testing to determine employees’ values, interests, and skills.
Help prepare employees for job searches. Offer counseling on career-related problems.
Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved.
11 - 18
Company’s Role in Career ManagementCompany’s Role in Career Management
Companies are responsible for providing employees with the resources needed to be successful in career planning:Career workshops Information on career and job opportunitiesCareer planning workbooksCareer counselingCareer paths