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

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    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

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    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.