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Group HR
Career Management
Good Evening12 October 2012
Group HR
What is a Career?
Career is a sequence of positions occupied by a person during the course of a lifetime .Objective career
Career consists of a sense of where a person is going in his or her work life – Subjective career•Perceived talents and abilities•Basic values•motives and needs.
Group HR
One can manage career by changing the objective
environment (changing jobs)
By modifying one’s subjective perception of a situation
(changing expectations)
Greenhaus, Callanan & Godshalh, Career Management
Both subjective and objective components are important
Group HR
Definition of career success
• Is it occupational success?• Job satisfaction?• Growth and development of skills?
Group HR
Psychological success –The feeling of pride and personal accomplishment that comes
from achieving your most important goals in life – achievement, family happiness, inner peace etc.
Definition of career success
Group HR
Career: Paradigm Shift
New Career Paradigm
Mutual Exchange
Occupational Excellence
Organizational Empowerment
Project Allegiance
Old Career Paradigm
Mutual Loyalty Contract
One-Employer Focus
Top-Down Firm
Corporate Allegiance
Group HR
The New Career
Mutual Exchange An organization gains
productivity while a person gains work experience
Occupational Excellence Skills are continually honed
that can be marketed across organizations
Organizational Empowerment Power flows down to business
units and in turn to the employees
Project Alligiance Both individuals and
organizations are committed to successful project completion
Group HRInformation, opportunities and support from ….
Need to make decision
Career explorationCareer exploration
Career appraisalCareer appraisal
Progress towards goal
Progress towards goal
Awareness of self and environment
Awareness of self and environment
Feedback:Work/non-work
Feedback:Work/non-work
Strategyimplementation
Strategyimplementation
Goal settingGoal setting
Strategydevelopment
Strategydevelopment
Educational, family, work, and social institutions
Source: Exhibit from Career Management, third edition, by Jeffrey H Greenhaus, Gerard A Callanan and Veronica M Godshalk.Copyright 1997, 2001 by Harcourt College Publishers, Reproduced by permission of publisher
A Career Management ModelA Career Management Model
Group HR
A lifelong process of learning about self, jobs, and
organizations; setting personal career goals; developing
strategies for achieving the goals, and revising the goals
based on work and life experiences.
Career Management
Group HR
Career Management - Individual
Group HR
1. Organizational Entry – process of moving inside• Socialization • Realistic job previews• Employee orientation
2. Career paths – represent logical and possible sequences of positions that could be
held. Designing the career path of capable and performing individuals
3. Performance appraisal for career planning – it is the most fundamental practice of all career practices
4. Counseling by manager / HR
• individual interest• career options• knowledge of organizational goals and development
Career Management - Organization
Group HR
Career Management - Organization
5. Up, down, over and out• Promotions• Demotions • Transfers / job rotations and relocations• Layoffs, retirements and resignations
6. Succession planning• to decide on the possible replacement of every manager within the
organization7. Mentoring
• bring together a person with managerial potential and the individual – provide candid feedback, sounding board
8. Enriching the jobs - Encourage people to continuously redesign the work
procedures
Group HR
9. Provide learning / developmental opportunities• organization wide, team based and individual learning opportunities• programmes that improve the employability of the people and engage
them with challenging assignments
10. Career booklets / pamphlets• Information on career paths, the competencies required for each
position on the path, time scales
Career Management - Organization
Group HR
Balancing Individual and Organizational Needs
Group HRThe Career Stage Model
Careerstages
Life Stage (age)
Early adulthood Middle adulthood Late adulthood (17-40) (40-60) (60+)
Establishment
Maintenance
Disengagement
Exploration
Group HR
Integrated Model of Life, Career and Learning StagesHall, 1976
15 20 25 30 35 40 45 50 55 60 65
Per
form
ance
Exploration
Trial
Establish
ment
Advancement
Stagnation?Maintenance?
DeclineG.I.A.WS.D.
B.O.O.P Growth?
High
Low
Getting in Adult WorldSettling Down
Becoming one’s own person
Group HR
What are the Career Blues
Career Blues are marked by –
• A loss of enthusiasm for work, • A loss of sense of purpose in work • An emotional flatness regarding work that affect
• the use of time and talents• energy and efforts• aspirations and attitude while at work
Group HR
C
T
l
I n S e r v in g
H u m a n N e e d s in
P r in c i p le d W a y s
( M I N D )
( S P I R I T )
Source: The 8th Habit From Effectiveness to Greatness by Stephen R. Covey
Whole Person
Group HRSelf-Assessment
• Information we know about ourselves
• Information others provide us
• Information obtained by objective measures, such as
inventories and tests
• Performance indicators
Marlene Delanghe
Group HR
The Road to Self-AssessmentObtained via pause and reflection• Interests
• Skills
• Values
• Personality
Amount of time & energy spent on self assessment is directly related to degree of job satisfaction
Marlene Delanghe
The Road to Self-Assessment
Group HRInterests
• Areas of work which attract you naturally
• Endeavors to which we bring our greatest passion
• Underlying patterns of work interest are enduring and become more so as we age
• #1 driver of career satisfaction over long haul
How do I identify my interest areas?Am I able to identify my interest areas in my chosen career/job?
Marlene Delanghe
Group HR
Skills
• What we’re good at and commended for
• Developed and polished throughout work life
• NOT the primary indicator of career satisfaction. Though many people achieve satisfaction doing what they’re good at
• “Do I have what it takes to be good at?” is less relevant than “Am I interested in?”
Marlene Delanghe
Group HRValues
• Enduring characteristics which play major role in overall satisfaction, career anchor
• “Self-defined” rewards and motivators
• Value what is real, not what you “should” or “shouldn’t”
Marlene Delanghe
Group HR
Identify your career anchors and how well you perceive these to match your current job
Schein career anchor How important is this aspect of your career to you (score out of 5 where 0 is nil and 5 is a great deal)
How does this match with your current post? (score out of 5 where 0 is nil and 5 is a great deal)
Technical/functional competence
Managerial competence
Autonomy/independence
Security/stability
Entrepreneurial creativity
Service/dedication to a cause
Pure challenge
Lifestyle
Group HR
What next?
– Is there a mismatch between what career anchors you rate as being most important to you and those that relate to your current situation?
– You could discuss the completed table: Identify your career anchors and how well you perceive these to match your current job, with your career mentor, partner at home or a trusted friend.
– If you find that most things you value are not part of your current job, this might give you the impetus to make some specific career plans and move on.
– If you find there is a good match, you are likely to be in the right job.• References
– Schein E. Career Anchors, Discovering your Real Values. Oxford: Pfeiffer; 1996.
