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CAREER MANAGEMENT

Life & Career

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WHAT IS CAREER?

A subset of Life not the other wayround

For some career obsessed people Life

is a subset of Career- their livesend with their careers- literally andfiguratively

Life has its own processes nddynamics and so has career- how dowe harmonise them

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LIFE CYCLE -ERIK ERIKSONS

MODEL

Infancy- Trust vs. Mistrust

Early Childhood (Toddler stag)- Autonomyvs. Shame & Doubt

Pre-School Stage- Initiative vs. Guilt School Age- Competency vs. Inferiority

Adolescence- Overcrystallised Identity vs.Flexible & Open Identity vs. Diffused

Identity- laying the foundations of career-Rebelliousness against Authorities alreadyseeds sown during the pre-school stage

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LIFE CYCLE (CONTD)

Early Adulthood- Intimacy vs. Isolationand Creativity vs. Imitation- the beginningof career

What kind of career do I choose?- onebeing chosen by the masses? Livelihood-driven? One that is offbeat? Or remaincareer less?

What kind of Life Partner do I choose? Chosen by parents? Self-Chosen? Chosenmy opposite or echo? Or remain abachelor?- implications for career

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CAREER BEGINNING

How do I begin my career?

With High Expectations & HighConfidence

With High Expectations & LowConfidence hoping for a godfather

With Low Expectations & LowConfidence- seeking shelter in anorganisation

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LIFE & CAREER INTERTWINED

Marriage- the economic compulsions,demands of the spouse, aspirations,competition at the office

How do I manage all these pushesand pulls? Where do I turn forresources?

Towards Self or Others or Fate(Astrology)?

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RESURGENCE OF AUTHORITY

ISSUES

In this conflicted state the old conflict withauthority resurges- active or passive fightwith the bosses

Resurgence of Sibling Rivalry- withcolleagues envy & jealousy

Ones energies seem to be gettingdiverted from nurturance of ones career

Organisational Politics tends to eclipse allattemots at Career Planning by HR

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CORPORATE CAREER

PLANNING

Planning or Projections?

Chalking a career path and promisingits fulfillment or offering a career

path or career alternatives with nopromises- dilemmas for HR

Individuals see always a promise

behind a mere projection just as achild takes mothers stories to betrue

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HR DEPARTMENT

Adoption of a foolproof AppraiusalSystem preceded by an ObjectiveSetting System & Culture

Appropriate Management of theReward System so as to defeat theregressive forces among theindividuals

Appropriate Skills in the HRDepartment

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CAREER MANAGEMENT SKILLS

IN HR

Applied Behavioural Sciences Skills

Skills to set up mentoring processes

Training themselves and otherchosen mentors in mentoring skills

Counseling

Developing strategies for individuals

to see the macro picture and notoperate from a career obsession(Career Consciousness is different)

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WHAT OTHER THINGS HR CAN

DO?

Become a strategic partner of theTop and do dynamic HR Planning forthe company in line with the

Company Strategy Develop training programmes on

Career Management

Develop/hold programmes forpersonal growth

Develop Job Rotation practices

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WHAT THE INDIVIDUAL CAN DO?

Become a learner of a variety ofknowledge & skills- take a try atfunctions other than ones own- thus

becoming well rounded so that morecareer possibilities open up

Develop oneself professionally

Nurture ones marriage and children