Career Planning ,Career Development and Career Strategy

  • View
    239

  • Download
    12

Embed Size (px)

Text of Career Planning ,Career Development and Career Strategy

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    1/41

    CAREER PLANNING,CAREERCAREER PLANNING,CAREER

    DEVELOPMENT AND CAREERDEVELOPMENT AND CAREER

    STRATEGYSTRATEGY

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    2/41

    CAREERCAREER

    A career is a sequence of work related positions

    occupied by a person during a lifetime

    Definition

    “ A sequence of jobs that constitute what a

     person does for a living.”

    (Schermerhorn: 2002)

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    3/41

    Career path:- is a chart

    showing the possibledirections and careeropportunities available in anorganisation.

    Career Plateau:- is a positionfrom which someone is

    unlikely to move to a higherlevel of work responsibility.

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    4/41

    MAJ! "A!##! $%&'(#%"#)MAJ! "A!##! $%&'(#%"#)

    A!#*A!#*+eople who have influenced

     Major work achievements

     )uccessful and happy at work 

     !isks taken

     ,elped others

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    5/41

    CAREER PLANNINGCAREER PLANNINGDefinitions

     “"areer planning is a process ofsystematically matching career goals and

    individual capabilities with opportunities

    for their fulfillment”.

      (Schermerhorn, Hunt and Osborn:

    2003).

    “ Career planning is the process of

    enhancing an employee’s future value”

      (Schwnd, !as and "a#er:200$)

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    6/41

    Career planning

    Strategic

    - Current

    Competencies

    - future

    competencies

    -Market Changes

    - Joint Ventures

    - Innovation

    - Growth

    - Restructuring

    Operationa

    - !mpo"ee

    turnover

    -#$senteeism

    - %aentManagement

    - &ro'uctivit"

    - (uait"

    - Outsourcing

      Organisational needs Individual’s Needs

    &ersona

    - %enure

    - )ami" issues

    - Mo$iit"

    - Spouse*s +o$

    - Other Interest

    &rofessiona

    -  Career stage

    -  e'ucation an'

    training

    - &romotions

    aspirations

    -  &erformance

    &otentia

    -  Current career

    path

    Matching

     %atchn# Career &eeds o' Or#ansatonal and nddual 

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    7/41

    Characteristics of Career &anningCharacteristics of Career &anning

     $t is an ongoing process. $t develops and shares a personal life

    career diagrammodeltimeline.

     $t defines life career/ abilities/ andinterest of employees. $t describes various roles an individual

    may have as a part of his life career. $t strengthens work related activities in

    the organisation.

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    8/41

    O$+ectivesO$+ectives

     0o develop an awareness of each employee1s

    uniqueness.

     0o identify positive characteristics about

    employees/ which can harnesses forrganisational development.

    0o identify personal interest/ abilities/ strengths

    and weaknesses and how they relate to careers.

     0o foster effective team building skills.

     0o develop respect for the feelings and beliefs

    of others.

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    9/41

    Importance of career panningImportance of career panning

     "areer planning develops promotableemployees. $t reduces employee turnover.

     $t encourages employees growth anddevelopment. $t reduces hoarding

     $t can help the organisation preparecertain categories of employees for moreimportant jobs.

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    10/41

    C#R!!R &,#IG &ROC!SSC#R!!R &,#IG &ROC!SS

     

     Steps o' career plannn# process

    Self Assessment

    Career Exploration

    Career goal Setting

    Career Preparation

    Self- Mareting

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    11/41

    2. )elf Assessment2. )elf Assessment

    $t involves gathering information about anemployee to assist him in making a decision

    about his career. 0he employee should

    develop an understanding of self 3 includingvalues/ interests/ aptitudes/ abilities/ personal

    traits/ and desired life style.

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    12/41

    +rocess of )elf assessment+rocess of )elf assessment

     !evelop

    commitment!evelop self-

    assessment goals

    Plan self-

    assessment goals

    Execute and chec

    action plan

    !efine action plan Execute self-

    assessment

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    13/41

    Opportunities"arriers

    Others

    Competition an'

    co-operation

    Opportunities

    etworking.

    Competencies an'

    !mpo"a$iit"

    !nvironmenta

    Infuences

    O/J!C%IV!S

    Career vision

    re0uirements

      Oneself 

    Skis. personait". interest

    an' vaues

    - Strengths

    - 1eakness

    - Opportunities

    - %hreats"arriers Opportunities

      Career ee's- opportunit" #ssessment

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    14/41

    ne of the modern and scientific method of

    )elf4 assessment is )50 Analysis.

    )50 Analysis focuses on the internal and

    external environments, examining

     strengths and weaknesses in the external

    environment and opportunities and threatsin the external environment.

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    15/41

    !mpo"ee2s Strength *4refers to internal positiveaspects that are under control and upon which anemployee may capitali6e in planning.

    !mpo"ee 1eaknesses:- refers to internal negativeaspects upon which employee may plan forimprovement.

    !mpo"ee2s opportunities:- positive e7ternalconditions upon which an employee may takeadvantage.

     !mpo"ee %hreats:- negative e7ternal conditions thatare not under the control but the effect of which hasto be lessened by an employee.

    CA#EE# S$O% ANA&'SIS

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    16/41

    CA#EE# S$O% ANA&'SIS

    IN%E#NA&!mpo"ee2s Strengths

     5ork #7perience

     +roper #ducation

     )trong job knowledge

     0ransferable skills

     +ositive personal characteristics

     8ood %etworking

    !mpo"ee2s 1eaknesses

     'ack of 5ork #7perience

      'ack of +roper #ducation

     'ack of job knowledge

     5eak skills

     %egative personal characteristics

     +oor %etworking

    !mpo"ee2s Opportunities

     9uoyancy in ,! market

     "ashing on newhigher education

     )kill shortages

     $ncreased self4knowledge

     $ncreased professional development

     +osses unique skills sets

    !mpo"ee2s %hreats

     :ownslide in ,! market

     "ompetition from fellow professional

     "ompetitors with superior skills

     "ompetitors with better job hunting skills

     'imited professional development

     +osses general skills sets

    E(%E#NA&

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    17/41

    After )50 an employee should use that information to plan how to market himself.

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    18/41

    MA!;#0$%8 +'A%%$%8 +!"#))< =4 step process>

    34 I'entif"ing o$+ectives

    -  Determining o$+ectives

    -  Deveoping marketing strategies

    -  Strategi5ing an action programme

    64 I'entif"ing 'eveopments nee's- )ee'$ack from others

    - praise an' constructive criticism

    - 7nowing strengths an'

    'eveopment nee's

    - &an of action for 'eveopment

    Organisationa #ssessment

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    19/41

    Competenc" #reas 8aining self4 Awareness

     $mproving self4 confidence (nderstanding time and stress management

    Strategies for gaining Competencies

     Attending workshops for study skills/ timemanagement and stress management. $dentifying symptoms of stress.

     $dentifying personality style :emonstrating skills in overcoming self4

    defeating behaviours.

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    20/41

    ?. "A!##! #@+'!A0$%?. "A!##! #@+'!A0$%

    )econd step allows individual to investigate the world of work i

    greater depth/ narrow a general occupational direction into aspecific one through an informed decision making process.

    It can $e starte' $":  'earning academic and career entrance requirements.

     'earning related majors and careers to one1s interest.

     $nvestigating education and training period

     'earning skills and e7perience required.  +lanning academic and career alternatives

     'earning job market trends

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    21/41

    Competenc" #reas

     8aining research and investigative skills

     #nhancing internal locus of control +racticing decision4 making/ problem solving and

    critical thinking skills.

    Strategies for gaining Competencies

     $nvestigating careers in the ,! market

     )pending time with professionals in different careers.

     Attending Job "areer &airs and or "areer panels.

     )eeking information from career counselors.

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    22/41

    =. "A!##! 8A' )#00$%8=. "A!##! 8A' )#00$%8

    $n this step individuals evaluate occupational

    choices and gain practical e7perience through

    internships/ cooperative education/ campus

    activities etc..

    Career Search Matching

    Individual roleO$+ectivit"

    %ransparenc"Organisation

    al level

    )o* Search Matching

      *#:- Career +oal Settn# 

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    23/41

    ccupational choices can be made*ccupational choices can be made*

     $ndividual career "ounseling

     $nformation )ervices

    4 Job posting systems

    4  )kills requirements

    4  "areer paths

    4  ,! department

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    24/41

    Competenc" #reas:

     #nhancing )elf 3 management skills

     btaining work related/ transferable skills $mproving interpersonal/ written and oral

    communication skills.

    Strategies for gaining competencies +articipating in the Alumni #7ternal

    +rogrammes for networking.

     "hoosing courses to compliment career goals. "onducting informational interviews.

    B " + iB " + ti

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    25/41

    B. "areer +reparationB. "areer +reparation

    Acquiring the additional skills/ knowledge and educati

    is needed for starting new career. $t can be done by learning how to prepare saleable

    resume, coer letters and practcn# slls 'orappearn# nterews success'ull.

    Or#ansaton should prode 'ollown# serces toemploees

     Mentoring

     "oaching Job !otation

     "areer Assistance +rogrammes

     Managing self development

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    26/41

    C. )elf MarketingC. )elf Marketing

    #mployees have to adopt strategies to attractivel

     package and market themselves to their presenor prospective organisation

    Promotes others to

    a lo+ extentPromotes others to

    a high extent

    Promotes self to a

    lo+ extent

    Promotes self to ahigh extent

    Independent %eam Pla,er 

    Promoter Strategist

    Fig:- Self Marketing 

    M i i i f h iM ti ti i f h i

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    27/41

    Motivation eve infuences career choicesMotivation eve infuences career choices

    High

    performance

    employee

    Marginal

    Performanceemployees

    Self- !irected

    Eno, +or

     Accept responsi*ilit, and

    accounta*ilit,

    &ittle am*ition

    !islie +or

     Avoid responsi*ilit, and

    accounta*ilit,

    )ig:- Characteristics of 8igh 9 Margina &erformance !mpo"ees

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    28/41

    CAREER DEVELOPMENTCAREER DEVELOPMENT

    "areer development involves making decisionabout an occupationprofession and engaging inactivities to attain career goals.

     !e'ntons:

    “ "areer development is total constellation ofeconomic/ sociological/ psychological/educational/ physical and chance factors thatcombine to shape one1s career.

      ( Reardon, en!, "ampson, and #eterson$"ears

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    29/41

    +lanning for career development+lanning for career development

    $nvolves  )elf4 ;nowledge

     ;nowledge of the organisation

     #stablishing clear cut goals and steps to

    attain these goals

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    30/41

    0,(M9 !('# &! #DA'(A0$%80,(M9 !('# &! #DA'(A0$%8

    "A!##! "A!##! 

    &A"0)

    &E &it

    AE Advancement

    "E "ompensation

    0E 0raining

    )E )ite

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    31/41

    CHARACTERISTICSCHARACTERISTICS

     

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    32/41

    OBJECTIVES OF CAREER DEVELOPMENTOBJECTIVES OF CAREER DEVELOPMENT

     0o devise intervention strategies for developing/

    engaging/ rewarding and retaining talented personnel.

     0o plan/ design/ and implement life4long career

    development programmes.

     0o understand career development from a

    developmental and multicultural perspective.  0o understand the use of assessment procedures in

    career development interventions.

     0o facilitate understanding of personal/ social/

    economic/ and other factors related to the world of

    work for employees.

    IM&OR%#C!IM&OR%#C! O) C#R!!R D!V!,O&M!%O) C#R!!R D!V!,O&M!%

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    33/41

    IM&OR%#C!IM&OR%#C! O) C#R!!R D!V!,O&M!%O) C#R!!R D!V!,O&M!%

     $t helps in developing entrepreneurship spirit

    and potential amongst the employees.

     0o facilitate the acquisition of requisite skills/

    knowledge and competencies for

    organisational e7cellence.

     0o devise and implement a talent management

    system.

     0o facilitate succession planning and

    development to ensure long4term growth and

    success of the organisation.

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    34/41

    THEORIES OF CAREER DEVELOPMENTTHEORIES OF CAREER DEVELOPMENT

    34 Structura %heories 0raits and factor 0heory Docational +ersonalities and #nvironment

    theory

    )ocioeconomic 0heory

    64 Deveopmenta %heories

     )uper1s 0heory

    ;rumbolt61s )ocial 'earning 0heory  :ecision Making 0heories

     "ognitive 0heories

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    35/41

    S%RC%R#, %8!ORI!S :- focuses on

    individual characteristics and occupational

    tasks.;a< %rait %heor" an' factor theor" ;$" &arsons<

    Assumptions*4 that individuals and job traits

    can be matched "lose matches are positively correlated with

     job success and satisfaction.

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    36/41

    ;$< Vocationa &ersonaities an' !nvironments

    theor": ;$" John 8oan'<

    +eople tend to choose a career that is reflective of their

     personality. +eople find job satisfaction in

    environments that are compatible with their

     personalities.

    ;c< Socioeconomic theor" ;Chance or #cci'ent theor"

    0his theory suggest that many people follow the path of

    least resistance in their career development by simply

    falling into whatever work opportunities happen to

    come their way.

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    37/41

    D!V!,O&M!%#, %8!ORI!S:- focus on

    human development across life span.

    ;a< Super2s theor" ;Dona' Super an' other%heorist

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    38/41

    7rum$ot5=s Socia ,earning %heor"

     0his theory is based on social learning/ or environmentaconditions and events/ learning e7periences. +eople

    choose their careers based on what they have learned.

    Decision Making theories :- there are critical points in people1s lives when choices are made that greatly

    influences their career development.

    Cognitive theories:- are built around how individuals process/ integrate and react to information

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    39/41

    Roe of 8uman Resource Deveopment )unction inRoe of 8uman Resource Deveopment )unction in

    Career &anning an' Deveopment of empo"eesCareer &anning an' Deveopment of empo"ees

     Strategic Planner 

    #eferral Agent

     Appraiser 

     Advisor 

    Counselor 

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    40/41

    "A!##! )0!A0#8F"A!##! )0!A0#8F

    $t is the process of highlighting an organisation1s

    greatest resources/ its human resources/ for

    developing them for future career and business

    opportunities within the organisation for

     benefit of employees as well as organisation.

    "A!##! )0!A0#8F +!"#))"A!##! )0!A0#8F +!"#))

  • 8/19/2019 Career Planning ,Career Development and Career Strategy

    41/41

    "A!##! )0!A0#8F +!"#))"A!##! )0!A0#8F +!"#))

      Discovering

    Strategi5ing

      Deveoping

      Marketing

    - etworking to Market

    - )in'ing avaia$e position

    ! i