Managing Career

Managing Career Concept

of Career-sequence of positions,roles,jobsheld by one person over relatively long time span. An organized path taken by an individual across time and space with horizon. Managing Career-refers to the way in which organizations help

Career Motivation 

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Organizations which help their employees plan their career,enjoy the benefits of a motivated and loyal workforce. Career Motivation –involves three aspects. 1.Career resilience- degree to which employees can cope with problems affecting their work 2.Career Insight- extent to which employees are aware of their interests,skills,strengths, and weaknesses & how these perceptions relate to their career goals. 3.Career Identity- extent to which employees define their personal values in accordance with their work and the degree of alignment between the two.

Important Terms:  CAREER

PATH-sequential pattern of jobs that form a career.  CAREER GOALS-future positions that an individual strives to reach as part of a career.  CAREER PlANNING:-process by which an individual selects career goals and the path to these goals.

Career Planning  IT

has two aspects:  1.Individual Career planning:employee personally plans career goals.  Organizational career planning:organization plans career goals for its employees.

Career Management:  Process

of designing & implementing goals,plans,& strategies that enable HR professionals and managers to satisfy workforce needs and allow individuals to achieve career objectives.  Career development programs help in the achievement of career objectives.

CAREER ANCHORS  They

are the basic attitudinal characteristics that guide people throughout their careers.  They act as a foundation of conviction,competence and mental preparedness for pursuing a path.  These characteristics are composed of needs & drives & serve to anchor the person to a few related types of careers.

Career Anchor:Types  Developed

by Edgar Schein:8 CA:  1.Autonomy/independence.  2.Security/stability  3.Technical/functional competence  4.General Management  5.Entrepreneurial creativity.  6.Service.  7.Pure Challenge  8.Life Style.

Elements of a career planning Program:  1.Individual

Assessment and Need

Analysis.  2.Organisational Assessment and Opportunity Analysis.  3.Need-Opportunity Alignment  4.Career Counselling.

Benefits of career planning to organizations; 1.Ensures

availability of

resources. 2.Enhances Organizational ability to attract and retain talent. 3.Ensures growth opportunities for all. 4.Handles employee frustration.

Benefits of career planning to an individual.  1.Employee

can understand own strengths

&weakness.  2.Gives better knowledge of career opportunities to employees.  3.Enables to choose a career that suits the lifestyle,preferences,self development plans,family environm ent etc.  4.Helps to plan career in a long term perspective.  5.provides opportunity to change plans according to the changing needs or changing environment.

Issues in Career Planning:  1.Dual

family careers  2.Low ceiling careers  3.Declining opportunities  4.Career Stages.  5.Restructuring  6.Career Plateaus  7.Work Family Issues.

Career Development: Process

by which employees progress through a series of stages, each characterized by a different set of developmental tasks, activities &relationships

Career Development/Management Models:

 1.Life

cycle Model: based on the different stages that an individual grows through in his career.  2.Organizational based model-states that careers progress through different stages & a different set of activities are attached to each stage.  3.Direction pattern model-talks of different perspective of employees about their careers & plan to progress.for eg:when emp cont in same job for life-linear approch.  Spiral approach-when emp shifts in jobs.

Stages in Career Development: 1.Exploration

Stage: 2.Establishment Stage. 3.Maintenance Stage. 4.Disengagement Stage.

Career Objectives & Career Path.  CP

of an employee takes many twists & turns to achieve final CO.Some are internal such as transfers,promotions etc.  Some are external like change in organization/occupation.  Promotions can be of 3 types:- Merit based,seniority based & seniority & meritbased.Another classification Time bound &vacancy bound.

Tranfer; horizontal movement from one job to another. Two

reasons-employee needs & organizational needs. They are of 3 types: 1.Employee Initiated transfer/personal transfer. 2.Company Initiated transfer. 3.Public initiated transfers.

Model for planned Self development:  Consists

of six different stages:  1.Self Assessment.  2.Opportunity Analysis  3.Decision Making.  4.Leverage Network.  5.Venture.  6.Continous Assessment.

Succession Planning  It

helps identify specific individuals to fill future vacancies in key positions.  An organization Replacement chart forms the basis for the process of succession planning.  Effectine SP should consists of the following elements:Continuity,Long term perspective,Organizational need perspective,turnover management,emphasis on results.

Thank

you