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Presented by:-

Anukampa shekhawat

Geetanjali bagga

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Career managementCareer managementis the process throughwhich employees:

Become aware of their own interests, values,strengths, and weaknesses.

Obtain information about job opportunities within

the company.

Identify career goals.

Establish action plans to achieve career goals.

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From the companys perspectivecompanys perspective, the failure to

motivate employees to plan their careers can

result in: A shortage of employees to fill open positions.

Lower employee commitment.

Inappropriate use of monies allocated for trainingand development programs.

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From the employees perspectiveemployees perspective, lack of career

management can result in:

Frustration Feelings ofnot being valued by the company.

Being unable to find suitable employment should a

job change be necessary due to mergers,acquisitions, restructuring, or downsizing.

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y Develop new skills, techniques and careerobjectives.

y Recognize the career passion.y Reduce isolation and anxiety.

y Achieve success and empowerment.

y

Increase sense of well-being.y Sustain morale and positive thinking.

y Improve decision-making.

y Conquer fear and uncertainty.

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Self-

Assessment

Reality

CheckGoal Setting

ActionPlanning

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Self-Assessment:

Use of information by employees to determine their

career interests, values, aptitudes, and behavioral

tendencies.

Often involves psychological tests.

Reality Check: Information employees receive about how the

company evaluates their skills and knowledge and

where they fit into company plans.

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Goal Setting:

The process of employees developing short- and long-term career objectives.

Usually discussed with the manager and written into adevelopment plan.

Action Planning: Employees determining how they will achieve their

short- and long-term career goals.

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Take the initiative to ask for feedback from managersand peers regarding their skill strengths and

weaknesses.

Identify their stage of career development anddevelopment needs.

Seek challenges by gaining exposure to learning

opportunities.

Interact with employees from different work groups

inside and outside the company. Create visibility through good performance.

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Provide information or advice about training and

development opportunities.

Provide specialized services such as testing to

determine employees values, interests, and skills.

Help prepare employees for job searches. Offer counseling on career-related problems.

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Companies are responsible for providing employees

with the resources needed to be successful in career

planning:

Career workshops

Information on career and job opportunities

Career planning workbooks

Career counseling

Career paths

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Career management systems need to be evaluated to

ensure that they are meeting the needs of employees and

the business. Two types of outcomes can be used to evaluate:

Reactions of the customers (employees and managers)

who use the career management system Results of the career management system

Evaluation of a career management system should be

based on its objectives.

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y Outlook of the industry or industries served by

an organization can affect career possibilities.

y Financial health of the organization can place

limit on career opportunities.

y The companies business strategies affect the

type of human resources required.y Organization size and structure can affect the

mobility opportunities.

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y Importance on various financial, social, and

intrinsic rewards.

y Provide less career paths that enable employees

to move in a number of different career directions.

y Some organization differ in the practices such as

training and development programs, performanceappraisal systems, job postings, and career

seminars.

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