Career Management

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Career Planning &

Development

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Career Planning & Development

• Organizational Initiatives

• Employee Initiatives

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Organizational Initiatives

• A job posting system

• Career resource center

• Confidential Career Counseling

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• Career development workshops

• Performance Management

• Goals

• Competencies

• Career pathing on intranet.

Organizational Initiatives

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Job posting system

• Open positions within the organization.

• Mail shots.

• Awareness sessions for pre-sales and system

analysis.

• You can respond to announcements and postings

of positions.

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• A career resource center returns the

responsibility of career development to the

employee.

• Competency Library.

• Training Site.

• Training Calendar

Career resource centers

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• Develops career exploration and evaluation of

competencies.

• Career development works only if employees

accept responsibility for their own careers.

Career resource centers

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• Confidential Career counseling

Career resource centers

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Career development workshop

• Encourage employees to take

responsibilities for their careers.

• Orienting employees to career/life

planning, a major component of career

development.

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7. Performance

appraisal

• Performance appraisals are the tool to

guide and direct future growth

opportunities for employees.

• It enhances communications and

understanding.

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Career Path

• Career path is the sequencing of work

experiences, usually different job assignments, in

order to provide employees with the opportunity

to participate in many aspects of a professional

area.

• For example, in order for a salesperson to move

up the ladder to regional manager, it is important

that he or she understand all aspects of the job.

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Historical Organizational Behavioral

Past patterns of career progression; how the incumbents got where they are

Paths defined or dictated by management to meet operating needs; progression patterns that fit prevailing organizational needs

Paths that are logically possible based on analysis of what activities are actually performed on the job

Actual paths created by the past movement of employees among management jobs

Paths determined by prevailing needs for staffing the organization

Rational paths that could be followed willingly

Perpetuates the change: way careers have always been

Reflects prevailing management values and atti tudes regarding careers

Calls for change; new career optionsUsed as a basis for career planning

Used as basis for promotions and transfers

Usually consistent with job evaluation and pay practices

Used as a basis for career planning

Basis is informal, traditional Basis is organizational need, management style, expediency

Basis is formal analysis and definition of options

Three Types of Career Path

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Individual Initiatives

1.Career Planning

2.Career Awareness

3.Career Resource Center

Utilization

4.Interests, Values, and

Competency Analysis

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1. Career Planning

• Setting individual career objectives

• Creatively developing activities that will

achieve them.

• Career planning is a personal process:

• Broad life planning

• Development planning

• performance planning

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2. Career Awareness

• Employees are ultimately responsible for the

development of their own careers.

• Employees control decisions such as whether to

remain in the organization, whether to accept

specific occupational assignments, whether to

perform at acceptable levels, and even whether to

engage in personal growth activities through

training or professional continuing education.

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• Employees should take advantage of that climate

and be aware of the important components of

career development.

• They need to construct plans that will enable

them to accomplish their career goals, analyze

potential career areas, and determine if they

possess the skills, competencies, and knowledge

necessary to be considered serious candidates

for such positions.

2. Career Awareness

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3. Career Resource Center

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3. Career Resource Center

• These materials increase the effectiveness and

efficiency of career planning and provide

employees with alternative approaches to career

development.

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Career Development workshop

• Workshops and seminars seeks to address several basic

questions:

• Where are you in your career and your life?

• What are your goals, interests, values, choices, and

skills?

• Where do you want to be in your career in the future?

• What are your career options?

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Career development workshop

• What knowledge and skills do you need to attain your

goals?

• How do you plan to gain knowledge and skills?

• Is your plan realistic? What are the obstacles? What

obstacles are self-imposed?

• What is your commitment to developing your career?