Career Development..shahid Elims
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- Words: 865
- Pages: 30
Presented by Jerom Jose
A career denotes all the jobs that are held during one’s working life.
“ A career denotes a succession of related jobs, arranged in a hierarchy of prestige, through which persons move in an ordered, predictable sequence” (Wilensky)
It denotes the personal actions one undertakes to achieve the career goals. Career development is indispensable for implementing career plans. It consists of activities undertaken by individual employees and the organization to meet career aspirations and job requirements
I. II.
III. IV. V. VI. VII. VIII.
Challenging initial jobs Dissemination of career option information Job postings Assessment centre's Continuing education and training Career development workshops Periodic job changes Sabbaticals(Leave granted at intervals)
Concept is based on the employees who receive challenging job assignments early in their career do better on later jobs. Successful meeting of initial challenges stimulates the person to perform well in the subsequent years.
The manger identifies the career paths of successful employees within the organization.
The information gathered is make available to all employees in the organization.
Job posting provides a channel by which the organization lets employees know what jobs are available and , for future reference and , requirements. This consists of the abilities, experience, and seniority requirements to qualify for vacancies.
The way by which, mangers obtain observable evidence of individuals ability to do certain jobs. More importance is given to performance appraisal.
Education and training is provided to the employees (consists of on-the-job training). This is done within the organization and outside the organization like colleges, universities, etc.
Bringing together the groups of employees with their supervisors and manager’s under one roof. Identifies the problems and mismatches among them. Resolves the problem.
Job changes can be in the form of vertical promotion , lateral transfers or assignments. Varied experiences build confidence and provide +ve feedback . Encourages the employees to accept new challenges and greater responsibilities.
Means leave granted at intervals. Leave granted for attending executive development conferences, uninterrupted reading , and accepting lectureship in universities, etc. Enhances individual’s career development.
I. II. III. IV.
Career Career Career Career
Performance Attitudes Identity Adaptability
This is judged by the level of objective success and the level of psychological success. Objective success consists of common measure of success, such as pay, reputation and high office in organization. Psychological success occurs when self esteem increases. Psychological success is linked towards objective success.
This indicates specific individual attitudes towards work. Attitudes are about work itself, job satisfaction, level of achievement, etc. Begins at early in life before a person has a job and shapes the person’s work experiences.
Individual identity is the unique way by which a person believes he or she fits into the world . Career identity is the particular facet of a person’s identity related to occupation activities.
This is individuals willingness and capacity to change occupations and or the work setting in order to maintain his or her standards of career progress.
I. II. III. IV. V.
Exploration Establishment Mid-Career Late-Career Decline
Represents pre-employment stage. Ends for most individuals in mid-twenties. Directions by the parents, teachers, friends, film, mass media etc has great influences. In this period the number of expectations of one’s career is developed.
This stage covers about 10 years from the age of 25. In this stage the individual tries to get settled in some organization. Consists of uncertainties and anxieties, and increased responsibilities. During this stage person tries to establish a place in society & work for career advancement. Junior- senior status.
Stage between age of 35 & 45. This stage is highly problematic and stressful. Search for new life goals. Get greater responsibilities and attractive and appreciable rewards.
Stage continues for about 20 years from mid- forties. Career graph of an individual may be characterized by growth and stagnation. Decreased work mobility and will be locked in their current jobs.
Stage after the age of 65. Individual is forced to step out. High achievers are teased by inactivity and non-creativity. Retirement in imminent.
I. II. III.
Mobility Career and Family Dual-Career Family
Do not stay in one position and not even in a single organization. Lateral moves are made which may be internal or external. Results in mid-life crisis. Counseling can over come the mid-life crisis.
Professional men tend to reduce attention at home as a result of work responsibilities. Problems in family will affect the efficiency and behavior of work. Professional women faces conflict between work and home responsibilities. This problem can overcome through successful selection of mentor’s by individuals.
Now-a-days both partners in family pursue professional careers. Husband-wife pairs experiences conflict between their work & family responsibilities. Effective time management and willingness for adjustment helps to overcome this problem.
T.N CHABRA “HUMAN RESOURCE MANAGEMENT” PAGE NO:277-290
L.M PRASAD “HUMAN RESOURCE MANAGEMENT” PAGE NO:332-336
A career denotes all the jobs that are held during one’s working life.
“ A career denotes a succession of related jobs, arranged in a hierarchy of prestige, through which persons move in an ordered, predictable sequence” (Wilensky)
It denotes the personal actions one undertakes to achieve the career goals. Career development is indispensable for implementing career plans. It consists of activities undertaken by individual employees and the organization to meet career aspirations and job requirements
I. II.
III. IV. V. VI. VII. VIII.
Challenging initial jobs Dissemination of career option information Job postings Assessment centre's Continuing education and training Career development workshops Periodic job changes Sabbaticals(Leave granted at intervals)
Concept is based on the employees who receive challenging job assignments early in their career do better on later jobs. Successful meeting of initial challenges stimulates the person to perform well in the subsequent years.
The manger identifies the career paths of successful employees within the organization.
The information gathered is make available to all employees in the organization.
Job posting provides a channel by which the organization lets employees know what jobs are available and , for future reference and , requirements. This consists of the abilities, experience, and seniority requirements to qualify for vacancies.
The way by which, mangers obtain observable evidence of individuals ability to do certain jobs. More importance is given to performance appraisal.
Education and training is provided to the employees (consists of on-the-job training). This is done within the organization and outside the organization like colleges, universities, etc.
Bringing together the groups of employees with their supervisors and manager’s under one roof. Identifies the problems and mismatches among them. Resolves the problem.
Job changes can be in the form of vertical promotion , lateral transfers or assignments. Varied experiences build confidence and provide +ve feedback . Encourages the employees to accept new challenges and greater responsibilities.
Means leave granted at intervals. Leave granted for attending executive development conferences, uninterrupted reading , and accepting lectureship in universities, etc. Enhances individual’s career development.
I. II. III. IV.
Career Career Career Career
Performance Attitudes Identity Adaptability
This is judged by the level of objective success and the level of psychological success. Objective success consists of common measure of success, such as pay, reputation and high office in organization. Psychological success occurs when self esteem increases. Psychological success is linked towards objective success.
This indicates specific individual attitudes towards work. Attitudes are about work itself, job satisfaction, level of achievement, etc. Begins at early in life before a person has a job and shapes the person’s work experiences.
Individual identity is the unique way by which a person believes he or she fits into the world . Career identity is the particular facet of a person’s identity related to occupation activities.
This is individuals willingness and capacity to change occupations and or the work setting in order to maintain his or her standards of career progress.
I. II. III. IV. V.
Exploration Establishment Mid-Career Late-Career Decline
Represents pre-employment stage. Ends for most individuals in mid-twenties. Directions by the parents, teachers, friends, film, mass media etc has great influences. In this period the number of expectations of one’s career is developed.
This stage covers about 10 years from the age of 25. In this stage the individual tries to get settled in some organization. Consists of uncertainties and anxieties, and increased responsibilities. During this stage person tries to establish a place in society & work for career advancement. Junior- senior status.
Stage between age of 35 & 45. This stage is highly problematic and stressful. Search for new life goals. Get greater responsibilities and attractive and appreciable rewards.
Stage continues for about 20 years from mid- forties. Career graph of an individual may be characterized by growth and stagnation. Decreased work mobility and will be locked in their current jobs.
Stage after the age of 65. Individual is forced to step out. High achievers are teased by inactivity and non-creativity. Retirement in imminent.
I. II. III.
Mobility Career and Family Dual-Career Family
Do not stay in one position and not even in a single organization. Lateral moves are made which may be internal or external. Results in mid-life crisis. Counseling can over come the mid-life crisis.
Professional men tend to reduce attention at home as a result of work responsibilities. Problems in family will affect the efficiency and behavior of work. Professional women faces conflict between work and home responsibilities. This problem can overcome through successful selection of mentor’s by individuals.
Now-a-days both partners in family pursue professional careers. Husband-wife pairs experiences conflict between their work & family responsibilities. Effective time management and willingness for adjustment helps to overcome this problem.
T.N CHABRA “HUMAN RESOURCE MANAGEMENT” PAGE NO:277-290
L.M PRASAD “HUMAN RESOURCE MANAGEMENT” PAGE NO:332-336
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