CHAPTER 10

Career development

Session objectives Understand the organisational climate that allows successful career development programs Discuss how job opportunities may be announced Describe methods used to identify and develop management and leadership talent Appreciate the ways in which employers can facilitate the career development of women and members of other target groups

Identify the stages of individual career development List the factors that should be considered in choosing a career and explain how to keep a career in perspective Be aware of current Australian research findings in career development

Session objectives (cont.)

Career development programs

Integration with existing HR processes and structures in the organisation Proactive and dynamic process Individual responsibility to initiate Management responsibility to encourage and provide feedback

Career development programs benefit managers by:– Increasing skills in managing their own careers– Greater retention of valued employees– Increased understanding of the organisation– Enhanced reputation as ‘people developers’

Career development = organisation’s needs

Benefits

Successful career development For a career development program to be successful there needs to be:– Senior leadership support– Understanding of organisational goals– Supportive HR policies– Outplacement services– Marketing strategy for program

Employees’ perspective Skills required for successful career management:– Develop a positive attitude– Take responsibility for your own career– Establish goals– Be aware of success factors– Right place at the right time– Have a mentor or guide

No career is certain Long-term employment is a thing of the past Career transition is continuous – 5 to 7 years Part-time/contract work will be the norm Ongoing education and training are essential Ability to achieve personal employment needs is dependent on marketing of skills

Remember:

Development centres

A program (not a place) that involves individual participants undertaking a

series of work-based simulations

Management-development programs

Management-development programs

Determining individual

development needs

Role of managers

Use of assessment centres

Inventory of management

requirements and talent

Mentoring

Determining individual development needs

Mentoring

– Career functions

– Psychosocial functions

Assignments

Succession planning

Stoner’s career stages

Four career stages

Learners

Stars

Solid citizens

Deadwood

Career development for women

Career development for women

Eliminating barriers to advancement

Preparing women for management

Accommodating families

Choosing a career

Use of available resources Accuracy of self-evaluation Evaluation of long-term employment opportunities Choosing an employer – location, salary, culture/climate, aggressive vs supportive Keep career in perspective – balance