Download - Career Management
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CAREER MANAGEMENT
SUBMITTED BY:-
NAME COLLEGE, nameRajesh Kumar CABM-Pantnagar,
GBPUA&T
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INTRODUCTIONCareer Management
General introduction, CM meaning.Why CM is important.C. M module.C. M cycle. Step 1(a): Determine Where You Want To Go.• Step 1 (b): Understand Your Work type.• Step 2: Identify Your Strengths and Development Areas• Through 360 Degree Feedback.• Step 3: Make a Career Development Plan.• Step 4: getting closer to your goal.C. M model, process, its component.Company’s role, HR manager , employee role in CM.Conclusion.
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If you don’t know where you’re going, you might end up somewhere else!
“ The pessimist complains about the wind, the optimist expects it to change, the realist adjusts the sails”
---- William Arthur Ward
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continued....... 4CAREER MANAGEMENT
Career is a term defined by the Oxford English Dictionary as an individual's "course or progress through life (or a distinct portion of life)".
Career management refers to
efforts made by the individual or
the organization to manage
one’s career. This consists of
identifying one’s interests,
learning about various job
opportunities, identifying career goals, and creating plans
to achieve those goals.
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WHY IS CAREER MANAGEMENT IMPORTANT? From the company’s perspective, the
failure to motivate employees to plan their careers can result in:A shortage of employees to fill open positionsLower employee commitment Inappropriate use of monies allocated for training and development programs
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WHY IS CAREER MANAGEMENT IMPORTANT?(CONTINUED)
From the employees’ 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.
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Research
Career Management Module
Self-Assessment
Decision Making
Goal-Setting
Continuous Learning
AndEvaluation
Solid Performance in Current Job
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Career Management CYCLE• Step 1(a): Determine Where You Want To Go (b): Understand Your Work type• Step 2: Identify Your Strengths and
Development Areas Through 360 Degree Feedback
• Step 3: Make a Career Development Plan• Step 4:getting closer to your goal (Resume Writing and Interview Skills)
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What Is A Career?Traditional Career
Sequence of positions held within an occupation
Context of mobility is within an organizationCharacteristic of the employee
Protean CareerFrequently changing based on changes in the
person and changes in the work environmentEmployees take major responsibility for
managing their careers
College Of Agri Business Management
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11 - 10
Comparison of Traditional Careerand Protean Career:
Dimension Traditional Career Protean Career
Goal PromotionsSalary increase
Psychological success
Psychological contract Security for commitment Employability for flexibility
Mobility Vertical Lateral
Responsibility for Management
Company Employee
Pattern Linear and expert Spiral and transitory
Expertise Know how Learn how
Development Heavy reliance on formal training
Greater reliance on relationships and job experiences
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A Model of Career DevelopmentCareer development is the process by which
employees progress through a series of stages.Each stage is characterized by a different set of
developmental tasks, activities, and relationships.
There are four career stages:ExplorationEstablishmentMaintenanceDisengagement
College Of Agri Business Management
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11 - 12A Model of Career Development (continued…..)
Exploration Establishment Maintenance Disengagement
Developmental tasks
Identify interests, skills, fit between self and work
Advancement, growth, security, develop life style
Hold on to accomplishments, update skills
Retirement planning, change balance between work and non-work
Activities HelpingLearningFollowing directions
Making independent contributions
TrainingSponsoringPolicy making
Phasing out of work
Relationships to other employees
Apprentice Colleague Mentor Sponsor
Typical age Less than 30 30 – 45 45 – 60 61+
Years on job Less than 2 years 2 – 10 years More than 10 years
More than 10 years
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The career management process:
College Of Agri Business Management
Self-AssessmentSelf-Assessment Reality CheckReality Check Goal SettingGoal SettingAction PlanningAction Planning
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Components of the Career Management 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.
College Of Agri Business Management
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SHARED RESPONSIBILITY:ROLES IN CAREER MANAGEMENT
HR Manager
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Manager
Employees
Company
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Employees’ Role in Career Management
College Of Agri Business 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.
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• 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
College Of Agri Business Management
HR Manager’s Role in Career Management
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• Companies are responsible for providing employees with the resources needed to be successful in career planning:– Career workshops– Information on career and job opportunities– Career planning workbooks– Career counseling– Career paths
Company’s Role in Career Management
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Importance of Career Management
Effects on career motivation• Career resilience• Career insight• Career identity
College Of Agri Business Management
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THE FINAL WORD
The future belongs to the employee-empowering organizations :• - using new Technology-based HRM tools to give
their staff more autonomy and confidence,• - in the framework of a strategy clearly understood
and shared both by the staff and the Managers
A fast growing win-win approach:To-morrow’s employees should not be consideredonly as corporate assets, but as “free” agents who invest theirhuman capital (abilities, energy, behavior and time) inCompanies that give them the best return.
College Of Agri Business Management
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You can do it!Be the best you can be by managing your
career!
THANK-YOU AND A HAVE NICE DAY……….