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5/20/2018 Career Management and Development 38
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Career Managementand Development
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Career Development Practices & Activities
1
Self-assessment activities
Self-directed search (Holland)
What color is your parachute?(Bolles)
Other workbooks and workshops
Individual counseling
Career planning and advancement
Outplacement
Preretirement counseling
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Career Development Practices & Activities
2
Internal labor market information
Job posting
Career paths
Skills inventory
Assessments of organizational potential
Potential ratings
Assessment Centers
Succession planning
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Career Development Practices & Activities
- 3
Developmental programs
Job rotation
Mentoring
Assessment Centers (used for both
evaluating potential anddevelopingemployees)
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Current Issues in Career Development
1
Developing career motivation (M.London):
Career resiliencethe ability to resistcareer barriers or disruptions.
Career insightrealistic perceptionsabout ones career goals.
Career identitythe extent to whichpeople define themselves by their work.
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Current Issues in Career Development
2
Career plateaus:
The likelihood of future advancement orpromotion is very low.
Important to look at the individualsperceptionsof being plateaued, i.e., how
they feel about their situation (G. Chao).
Can one be successfully plateaued?
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Current Issues in Career Development
3 Career development for nonexempt
employees:
If we are serious about our definition of acareer, then career development shouldnot focus primarily on salaried employees.
Not much research on career issues forblue-collar and other nonexempt-levelemployees.
Examples: Corning and Lockheed Marine.
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Current Issues in Career Development
- 4
EnrichmentCareer developmentwithout advancement.
Build additional expertise into anemployees current area of work, e.g.,
Retraining
Certification programs
Mastery paths
Job transfer or rotation (without a promotion)
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Current Issues in Career Development
- 5 Work/Life Balance IssuesConflicts that
arise between work and nonwork issues,
e.g., work-family conflict. Good news: Organizations are paying more
attention to issues of work/life balance.
Concern: The costs of success, e.g., careersuccess/personal failure. Many successful peoplefeel highly alienated from their own values, andfrom their families because of the demands oftheir careers (Korman & Korman, 1981).
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Effective Career Development Systems
Need a systems approach to careerdevelopment (Gutteridge et al., 1993):
Identify needs for career development
Build a vision for change
Develop a plan for action
Implement for impact and longevity
Evaluate and maintain results
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How to Improve Career
Development Efforts - 11. Integrate career planning with the
organizations strategic planning efforts.
2. Strengthen the linkages between careerdevelopment and other HR systems.
3. Increase the openness of careerdevelopment systems (i.e., less secretive).
4. Enhance the role of managers in careerdevelopment.
5. Expand team-based development efforts.
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How to Improve Career
Development Efforts - 26. Increase the use of on-the-job
development efforts (rather than oneshot training).
7. Encourage job enrichment and lateral jobmovement.
8. Identify and develop transferable jobcompetencies.
9. Include personal values and lifestyleassessments within career development
activities.
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How to Improve Career
Development Efforts - 310. Implement a wide variety of approaches
to accommodate different learning styles.
11. Link career development to theorganizations quality (TQM) initiatives.
12. Expand the measurement and evaluationof career development activities.
13. Continue to study best practices in careermanagement and development in a globalcontext.
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Summary
The best career development is likely tobe done...
In the context of a systems approach.
As a joint effort between:
You
Your manager HRD/Career professional
Youneed to be proactive in managing
your own career.