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Career Planning
Need for it and factors affecting …
Career
Career is a sequence of positions held by a person during the course of a life time.
Career Stages• Exploration
• Establishment
• Maintenance
• Disengagement
CAREER LIFECYCLE
Five aspects of Career Life cycle
LEARNING STAGE
+ Needs to make Technical / Functional Skill
Guide + ( Right Industry / Professional Learning Opportunities )
DEMONSTRATION STAGE + He / She demonstrates his competencies
and begins to be Notified + This usually puts him into a certain carrier
track and he begins to signal his potential for Leadership or other roles
Guide + Learning Opportunities, Opportunities to demonstrate Performance
CAREER LIFECYCLE
CAREER LIFECYCLE
KEY CONTRIBUTOR STAGE
+ He is fully matured at his role and is a critical part of them that drives results and is a an important influencer or decision maker in his area.
Guide + Role Growth opportunities
CAREER LIFECYCLE
PEAK STAGE
He is able to build on all his competencies and experience to play the maximum role he can in his career
Guide + Role Opportunities to make noticeable impact
WINDING DOWN STAGE + When individuals begin to think of life
beyond just a professional career. Personal views of success and satisfaction are more important parameters in making career choices.
Guide + Job Satisfaction
CAREER LIFECYCLE
CAREER LIFECYCLE
Compensation and Career growth are a function of the individual’s competencies first and being in a right place that enables deploying those competencies successfully
Planning a career therefore means first acquiring the competencies that are relevant for the desired career path
CAREER PATH
- It is the sequential pattern of jobs that form a career
Career goals
They are the future positions that an individual strives to reach as part of career
CAREER PLANNING
It is the process by which an individual selects career goals and path to these goals.
1. Individual career planning
2. Organization career planning.
Career Planning and DevelopmentA.
1. Does it make sense to speak of career planning in today’s business climate?
2. Why is career planning important?
3. Who is responsible for career planning?
BENEFITS OF CAREER PLANNING TO AN OGANIZATION.
1. Ensures availability of resources for future. 2. Enhances organization stability to attract
and retain talent. 3. Ensures growth opportunity for all. 4. Handles employee frustrations
CAREER ANCHORS
Proposed by Edgar Schein. These are the basic attitudinal characteristics that guide people throughout their careers. Formed at early stages of life.
Technical/functional competence Managerial competence Security and stability Entrepreneurial / creativity Autonomy and independence
Technical/functional competence
Characteristics:• Excited by work itself
• Willing to forgo promotions
• Dislikes general management and corporate politics
Typical career paths:• Research oriented positions
• Technical jobs
• Specialized consulting and project management
Managerial competence
Characteristics:• Likes to analyze business problems
• Likes to influence and harness people to work together
• Enjoys exercise of power Typical career paths:
• Higher positions in organizations
• Plant and sales management
• More keen on joining prestigious firms
Security and stability
Characteristics:• Motivated by job security and long term careers with
one firm
• Dislikes travel and relocation
• Tends to be conformist and complaint to organisation Typical career paths:
• Government jobs
• Small and family owed businesses
• Large government regulated or bureaucratic industries
Entrepreneurial / creativity
Characteristics:
• Enjoys launching own business
• Enjoys the risks of decisions
• Wants to move from project to project Typical career paths:
• Entreprenurial ventures
• Higher positions involving mergers, acquisitions and new business setup
• Small upcoming firms to well established ones
Autonomy/independence
Characteristics:• Desires freedom from organisational constraints
• Wants tp be on own and to set own pace
• Avoids large businesses and government agencies
Typical career paths:• Academia
• Writing and publishing
• Small business proprietorship
CAREER MGT.
The process of designing and implementing goals, plans and strategies that enable the organisation to satisfy the workforce needs and allows individuals to achieve career objectives.
Career development programHelp in achieving career objectives
Balancing Individual and Organizational Needs
Figure 7.2
Career Planning Process
Combinations of Career Interests and Skills
ExploreExplore PursuePursue
AvoidAvoid DevelopDevelop
INTERESTS
Low High
Lo
wH
igh
SK
ILL
S
ISSUES IN CAREER PLANNING
1. Dual career families 2. Declining opportunities 3. Career stages 4. Restructuring 5. Career plateaus 6. Work-family issues.
The Plateauing Trap
Career Plateau• Situation in which for either organizational or
personal reasons the probability of moving up the career ladder is low.
Types of Plateaus• Structural plateau: end of advancement
• Content plateau: lack of challenge
• Life plateau: crisis of personal identity
Career Development for Women
The “Glass Ceiling”• Artificial barriers based on attitudinal or organizational
bias that prevent qualified women from advancing upward in their organizations into management level positions.
Eliminating Barriers to Advancement• Development of women’s networks
• Diminishing stereotyping of women
• Presence of women in significant managerial positions
Career Development
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