Download pdf - Final Career Management

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    Career Management

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    Questions for Discussion:

    1. When you think about the term career, what

    comes to your mind?

    2. Does it make sense to speak of careers and

    career management in todays business


    3. What are the typical issues employees face as

    they progress through their careers?

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    What is a Career?

    The property of an organization or occupation

    Progression and increasing success

    Status of a profession

    Involvement in ones work

    Stability of ones work platform

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    What is Career Management?

    Career Management is the combination of structured planning and

    the active management choice ofones own professional career. It

    is also the lifelong process of investing resources to achieve career


    Career management is about taking control of your career to

    proactively ensure that your career is meeting both your

    professional and personal objectives.

    Career management isn't a single intervention but an ongoing

    strategy. However, there are times in your career when it will require

    more input, especially if you are looking for a job move or


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    The career management process begins with setting

    goals/objectives and a relatively specific goal/objective must be

    formulated. This task may be quite difficult when the individuals lacksknowledge of career opportunities and/or is not fully aware of their

    talents and abilities. However, the entire career management process is

    based on the establishment of defined goals whether specific or general

    in nature.

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    The time horizon for the achievement of the selected goals

    or objectives- short term, medium term or long term will have

    a major influence on their formulation.

    1. Short term goals (one or two years)

    - are usually specific and limited in scope. Short

    term goals are easier to formulate. Make sure they are achievable

    and relate to your longer term career goals.

    2. Intermediate goals (3 to 20 years)

    - tend to be less specific and more open endedthan short term goals. Both intermediate and long term goals are

    more difficult to formulate than short term goals because there

    are so many unknowns about the future.

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    3. Long term goals (Over 20 years),of course, are the most fluid of all. Lack of life

    experience and knowledge about potential opportunities andpitfalls make the formulation of long term goals/objectives

    very difficult. Long range goals/objectives, however, may be

    easily modified as additional information is received without a

    great loss of career efforts because of experience/knowledgetransfer from one career to another.

    4.Making career choices and decisions the traditional focus of careers interventions. The

    changed nature of work means that individuals may nowhave to revisit this process more frequently now and in the

    future, more than in the past.

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    6. Managing 'boundary less' careers refers to skills needed by workers whose

    employment is beyond the boundaries of a singleorganisation, a work style common among, for example,

    artists and designers.

    7. Taking control of one's personal development as employers take less responsibility, employeesneed to take control of their own development in order to

    maintain and enhance their employability.

    5. Managing the organizational career concerns the career management tasks of

    individuals within the workplace, such as decision-making,life-stage transitions, dealing with stress etc.

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    The second componentislearning.

    This is one of the main tools for

    advancing in your career. Your task is to

    use it effectively in line with the goals you

    have set for yourself.

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    Thethird component of career management


    This component is essential for advancement. It is

    equally important for finding a new and better job, in

    case you become unemployed or decide to have a

    career change. You have to develop and keep

    mutually beneficial relationships with your co-

    workers and managers. This will certainly help you

    advance in any organization and industry. You

    should also keep contact with other people in yourindustry. This is easily done through joining a

    professional organization.

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    Achieving higher salary

    Enhancing job satisfaction and interestImproving your marketability

    Minimising risk where there is career uncertainty

    Positioning yourself for future job opportunities

    Creating balance between your personal andprofessional needs

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    Identifying and assessing your key skills and experiences and any


    Working out what it is you really want to do for the future

    Devising a practical career action plan to determine what to do and

    when maximizing opportunities within your current organization

    Marketing your skills persuasively to potential external employers

    Enhancing your salary negotiation skills to ensure that you are being

    paid appropriately and well

    Reviewing your strategic action plan to ensure your career remains

    on- track and is able to accommodate unforeseen changes

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    Career forms

    It is still tempting to view careers in the narrow sense of predictable

    moves to jobs of increasing status, within a single occupation or

    organization. This is called the bureaucratic career. There are two more

    career forms identified, professional and entrepreneurial.

    Professional- is where growth occurs through development of competence to take on

    complex tasks rather than through promotion to another job.


    - rests on the capacity to spot opportunities to create valued outputs andbuild up one`s own organization or operation

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    The boundary less career

    A range of career forms that defy traditional employment

    assumptions (Arthur and Rousseau)

    Careers are boundary less in the sense that, either by choice

    or necessity, people move across boundaries between

    organisations, department, hierarchical levels functions and

    sets of skills

    Hirch and Shanley argue that although the boundary lesscareer might look liberating, for many people it is deeply

    threatening and confusing

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    Career anchors

    It is an area of the self-concept that is so central that he orshe would not give it up even if forced to make a difficult

    choice. People anchors develop and become clear during

    their earlier career, as a result of experience and learning

    from it. It consists of a mixture of abilities, motives, needsand values (Schein)

    Examples: Managerial competence

    Technical/functional competence Security

    Autonomy and independence

    Entrepreneurial creativity

    Pure challenge

    Service/dedication Lifestyle integration

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    Career success

    It can be based on observable things such

    as status and salary, or on more subjective things

    such as a sense of accomplishment and having abalanced life.

    Personal characteristics, behavioural strategies

    and human resource strategies have all beenshown to influence career success

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    Career choice

    Six personality types, realistic, investigative, artistic, social, enterprising,

    conventional (Holland)

    People find environments satisfying when environmental patterns

    resemble their own personality patterns

    Incongruent interactions stimulate change in behaviour

    An environment expels incongruent people, seeks new congruent ones,

    or change its demands on inhabitants

    Self-directed search ask the respondent about his or her preferredactivities, reactions to occupational titles, abilities, competencies and even

    daydreams. It makes it easy for a person to see him or herself what occupations

    seem to be most suitable.

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    Making career decisions


    Knowledge of occupations

    Putting self-knowledge and occupational

    knowledge together

    Career exploration and job search

    The quality of a person`s career exploration, his or

    her style of decision-making, and belief in his or

    her own abilities, all affect how successful his or

    her career decision-making is

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    1. Speak up! Make sure the Boss hears your ideas at meetings,in emails, in memos establish yourself as a constant

    source of bright thinking and good ideas within your team.2. Work Hard! Be seen as the person on the team that alwaysdoes their homework. Never come to a meeting unprepared.

    Think through what the agenda is, and add your insights and

    ideas, in front of everyone so you will be recognized.

    3. Push Yourself to the front! That doesnt mean you have tobe in-their-face, but it does mean that you should seek outopportunities where you can show your abilities to best


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    Development through the lifespan

    Donald Super identified four career stages in his early work: (he later loosened

    the connection between ages and stages, and broadened the focus from career

    to other domains of life)

    Exploration of both self and world of work in order to clarify the self-concept andidentify occupations which fit in, typical ages 15-24

    Establishment; perhaps after one or two false starts, the person find a career

    field, and makes efforts to prove his or her worth in it, typical age 25-44

    Maintenance; the concern now is to hold onto the niche one has carved for

    oneself, typical age 45-64

    Disengagement; characterised by decreasing involvement in work and tendency

    to become an observer rather than a participant, typical age 65+

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    It is your responsibility to manage yourcareer as effectively as possible. You have to be

    able to continually assess your career to

    determine if the path you are on will enable you

    to accomplish your long-term ambitions. Here isa list of questions that, as a professional, you

    should ask yourself and answer honestly to

    insure that your career is progressing on the

    path that you desire.

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    Question 2: What are my strengths andweaknesses?

    We all like to believe that we are strong in allaspects of our career and that we do not

    have any weaknesses. Unfortunately, that'snot realistic. We should be honest withourselves about these items so we can makedecisions to either focus on reinforcing our

    strengths or developing our weaknesses.Keep in mind long-term career goals whenmaking these decisions.

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    Question 1: What are my long term plans?

    You should have some goals in mind when

    you assess your current position. Career

    planning is important. If you have a long-

    term career goal in mind, your currentposition should be helping you develop

    skills that will make you qualified for the

    position you would ultimately like to have.

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    You can define your strengths and weaknesses in

    either technical terms or business terms. They can

    range from technical knowledge on a specificinformation security topic to the ability to

    communicate information security requirements to

    non-technical business leaders.

    As your career develops and job responsibilities

    increase, obviously it becomes more important to

    broaden your information security knowledge.Broadening your skills in many areas is more

    effective then making them deep in one particular


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    Question 3: What skills do I need to develop?

    It is important to keep in mind what is happeningaround you in the information security industry. Itis your responsibility to understand the trends

    within in the industry and the skills that are goingto be in higher demand. It is important to figure outa way to get involved in these types of initiativesso that you make yourself more desirable to yourcurrent employer or prospective ones. You should

    also consider which of skills will enable to you tobest position yourself for your long-term careergoal.

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    Question 4: Have I acquired a new skillduring the past year?

    When companies are looking to promote individuals or hire from

    within their organization or to acquire key talent from outside,

    they search for people who have skills that can address their

    most pressing issues. It is important to venture outside your

    comfort zone and accept new challenges. This type of exposure

    will often lead to increased opportunity.

    One of the best things about our industry is that it is in a constant

    state of evolution. The skills that were in demand five years ago

    are more commoditized in today's employment market. It is very

    possible to accelerate your career by leveraging expertknowledge in one particular area. Some of the skills that are in

    the highest demand today include application security, identity

    and access management and regulatory compliance.

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    Question 5: What are my most significant

    career accomplishments and will I soonachieve another one?

    Your career accomplishments should be easily defined,

    articulated and measured. As you progress in yourcareer, your accomplishments should become less

    personal and wider ranging. For instance, early on you

    learned how to administer a firewall. You then

    demonstrated an ability to design enterprise-widenetwork security architecture.

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    When you are evaluating your job and yourresponsibilities, you should consider if you

    are in position to add to your list of

    accomplishments. Your current positionshould enable you to reinforce older skills as

    you develop new ones.

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    Question 6: Have I been promoted overthe past three years?

    Companies are always looking to find rising stars,

    whether they are internal or external. A history of

    success is a key indicator when companies areevaluating talent. If you have been recognized for your

    contributions, it will always bode well when you are

    considered for the next opportunity. If you have not been

    promoted, you should figure out the reasons why and if

    you will have the chance for more responsibility in thefuture.

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    Question 7: What investments have I madein my own career?

    You owe it to yourself to invest in your own career.

    Many people only receive education, training or

    acquire certifications when their company is

    footing the bill. You should not rely on your current

    employer to manage your career for you. If there

    are certain areas that you want to pursue for your

    own betterment, then take the initiative to do this

    on your own; do not wait for your employer's


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    Question 8: Am I being impatient?

    The one constant in everyone's career istime. The more time that you are able tofocus on your position, the more proficient

    you will be at mastering the skills andorganizational challenges that you mayface. The more time that you can invest ina particular opportunity, the more goodthings should materialize from thatparticular situation.

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    Many people are afraid that they

    may be missing out on a new

    opportunity. Some choose to

    manage their careers on the

    principle that the grass is greener

    elsewhere. This may provide

    immediate gratification, but itcould result in long-term problems.

    It is important to get the most that

    you can out of a position before

    you consider looking for anotherone. Sometimes the best career

    move is staying put.