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1
Career Planning &
Development
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Career Planning & Development
• Organizational Initiatives
• Employee Initiatives
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Organizational Initiatives
• A job posting system
• Career resource center
• Confidential Career Counseling
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• Career development workshops
• Performance Management
• Goals
• Competencies
• Career pathing on intranet.
Organizational Initiatives
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Job posting system
• Open positions within the organization.
• Mail shots.
• Awareness sessions for pre-sales and system
analysis.
• You can respond to announcements and postings
of positions.
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• A career resource center returns the
responsibility of career development to the
employee.
• Competency Library.
• Training Site.
• Training Calendar
Career resource centers
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• Develops career exploration and evaluation of
competencies.
• Career development works only if employees
accept responsibility for their own careers.
Career resource centers
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• Confidential Career counseling
Career resource centers
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Career development workshop
• Encourage employees to take
responsibilities for their careers.
• Orienting employees to career/life
planning, a major component of career
development.
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7. Performance
appraisal
• Performance appraisals are the tool to
guide and direct future growth
opportunities for employees.
• It enhances communications and
understanding.
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Career Path
• Career path is the sequencing of work
experiences, usually different job assignments, in
order to provide employees with the opportunity
to participate in many aspects of a professional
area.
• For example, in order for a salesperson to move
up the ladder to regional manager, it is important
that he or she understand all aspects of the job.
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Historical Organizational Behavioral
Past patterns of career progression; how the incumbents got where they are
Paths defined or dictated by management to meet operating needs; progression patterns that fit prevailing organizational needs
Paths that are logically possible based on analysis of what activities are actually performed on the job
Actual paths created by the past movement of employees among management jobs
Paths determined by prevailing needs for staffing the organization
Rational paths that could be followed willingly
Perpetuates the change: way careers have always been
Reflects prevailing management values and atti tudes regarding careers
Calls for change; new career optionsUsed as a basis for career planning
Used as basis for promotions and transfers
Usually consistent with job evaluation and pay practices
Used as a basis for career planning
Basis is informal, traditional Basis is organizational need, management style, expediency
Basis is formal analysis and definition of options
Three Types of Career Path
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Individual Initiatives
1.Career Planning
2.Career Awareness
3.Career Resource Center
Utilization
4.Interests, Values, and
Competency Analysis
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1. Career Planning
• Setting individual career objectives
• Creatively developing activities that will
achieve them.
• Career planning is a personal process:
• Broad life planning
• Development planning
• performance planning
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2. Career Awareness
• Employees are ultimately responsible for the
development of their own careers.
• Employees control decisions such as whether to
remain in the organization, whether to accept
specific occupational assignments, whether to
perform at acceptable levels, and even whether to
engage in personal growth activities through
training or professional continuing education.
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• Employees should take advantage of that climate
and be aware of the important components of
career development.
• They need to construct plans that will enable
them to accomplish their career goals, analyze
potential career areas, and determine if they
possess the skills, competencies, and knowledge
necessary to be considered serious candidates
for such positions.
2. Career Awareness
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3. Career Resource Center
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3. Career Resource Center
• These materials increase the effectiveness and
efficiency of career planning and provide
employees with alternative approaches to career
development.
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Career Development workshop
• Workshops and seminars seeks to address several basic
questions:
• Where are you in your career and your life?
• What are your goals, interests, values, choices, and
skills?
• Where do you want to be in your career in the future?
• What are your career options?
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Career development workshop
• What knowledge and skills do you need to attain your
goals?
• How do you plan to gain knowledge and skills?
• Is your plan realistic? What are the obstacles? What
obstacles are self-imposed?
• What is your commitment to developing your career?