Career planning and management

Career Planning and Management

9

This chapter will help you-

• Understand basic terms in career management

• Value of effective career development

• Stages in one’s career

• Career development techniques

The Basics of Career Management

• Career• The occupational positions a person has had over many

years.

• Career management• The process for enabling employees to better understand

and develop their career skills and interests, and to use these skills and interests more effectively.

• Career planning• The deliberate process through which someone becomes

aware of personal skills, interests, knowledge, motivations, and other characteristics; and establishes action plans to attain specific goals.

© 2004 by Prentice Hall Terrie Nolinske, Ph.D.

Career Path

Possible directions

and career

opportunities,

steps and timetable…


Career Development

An ongoing, formalized

effort that focuses on

developing enriched

and more capable workers.

Career Anchors

• Career anchors are distinct patterns of self-perceived talents, attitudes, motives and values that guide an stabilize a person’s career after several years of real world experience and feedback.

• Managerial competence

• Technical competence

• Security

• Creativity

• Autonomy

• Dedication to a cause

• Pure Challenge

• Life-style

Copyright © 2004 South-Western. All rights reserved.

Balancing Individual and Organizational Needs

Figure 7.2

Value of effective career development

• Ensures talent will be available when needed

• Assisting in attracting and retaining personnel

• Ensuring growth opportunities for all

• Reduces employee frustration

The Individual

• Accept responsibility for your own career.

• Assess your interests, skills, and values.

• Seek out career information and resources.

• Establish goals and career plans.

• Utilize development opportunities.

• Talk with your manager about your career.

• Follow through on realistic career plans.

The Manager

• Provide timely performance feedback.

• Provide developmental assignments and support.

• Participate in career development discussions.

• Support employee development plans.

The Organization

• Communicate mission, policies, and procedures.

• Provide training and development opportunities.

• Provide career information and career programs.

• Offer a variety of career options.

Roles in C

Source: Fred L. Otte and Peggy G. Hutcheson, Helping Employees Manage Careers (Upper Saddle River, NJ: Prentice Hall, 1992), p. 56.

Roles in career development

Stages in a CareerP

erfo

rman

ce

Age

explorationhigh

low

establishment mid career declinelate career

25 30 7050

?

?


Stage 5: Late Career (ages 55–retirement):Stage 5: Late Career (ages 55–retirement):Remain productive in work, maintain self-esteem, prepare for effective Remain productive in work, maintain self-esteem, prepare for effective retirement.retirement.

Stage 5: Late Career (ages 55–retirement):Stage 5: Late Career (ages 55–retirement):Remain productive in work, maintain self-esteem, prepare for effective Remain productive in work, maintain self-esteem, prepare for effective retirement.retirement.

Stage 4: Mid career (ages 40–55):Stage 4: Mid career (ages 40–55):Reappraise early career and early adulthood goals, reaffirm or modify goals, Reappraise early career and early adulthood goals, reaffirm or modify goals, make choices appropriate to middle adult years, remain productive.make choices appropriate to middle adult years, remain productive.

Stage 4: Mid career (ages 40–55):Stage 4: Mid career (ages 40–55):Reappraise early career and early adulthood goals, reaffirm or modify goals, Reappraise early career and early adulthood goals, reaffirm or modify goals, make choices appropriate to middle adult years, remain productive.make choices appropriate to middle adult years, remain productive.

Stage 3: Early Career (ages 25–40):Stage 3: Early Career (ages 25–40):Learn job, learn organizational rules and norms, fit into chosen occupation Learn job, learn organizational rules and norms, fit into chosen occupation and organization, increase competence, pursue goals.and organization, increase competence, pursue goals.

Stage 3: Early Career (ages 25–40):Stage 3: Early Career (ages 25–40):Learn job, learn organizational rules and norms, fit into chosen occupation Learn job, learn organizational rules and norms, fit into chosen occupation and organization, increase competence, pursue goals.and organization, increase competence, pursue goals.

Stage 2: Organizational Entry / Establishment (ages 18–25):Stage 2: Organizational Entry / Establishment (ages 18–25):Obtain job offer(s) from desired organization(s), select appropriate job based Obtain job offer(s) from desired organization(s), select appropriate job based on complete and accurate information.on complete and accurate information.

Stage 2: Organizational Entry / Establishment (ages 18–25):Stage 2: Organizational Entry / Establishment (ages 18–25):Obtain job offer(s) from desired organization(s), select appropriate job based Obtain job offer(s) from desired organization(s), select appropriate job based on complete and accurate information.on complete and accurate information.

Stage 1: Preparation for Work/Exploration (ages 0–25):Stage 1: Preparation for Work/Exploration (ages 0–25):Develop occupational self-image, assess alternative occupations, develop Develop occupational self-image, assess alternative occupations, develop initial occupational choice, pursue necessary education.initial occupational choice, pursue necessary education.

Stage 1: Preparation for Work/Exploration (ages 0–25):Stage 1: Preparation for Work/Exploration (ages 0–25):Develop occupational self-image, assess alternative occupations, develop Develop occupational self-image, assess alternative occupations, develop initial occupational choice, pursue necessary education.initial occupational choice, pursue necessary education.

Stage 6: Decline (retirement):Stage 6: Decline (retirement):Out of limelight and have to give a major component of identity, few Out of limelight and have to give a major component of identity, few responsibilities and life less structuredresponsibilities and life less structured

Stage 6: Decline (retirement):Stage 6: Decline (retirement):Out of limelight and have to give a major component of identity, few Out of limelight and have to give a major component of identity, few responsibilities and life less structuredresponsibilities and life less structured

Career Stages

Career Developmenttechniques

• Challenging initial jobs

• Disseminating of career option information –• Understanding career option

• Job postings

• Assessment centers

• Career counseling

• Career development workshops

• Continuing education and training

• Periodic job changes

• Sabbaticals


Career DevelopmentOrganizational Priority

• Communicate commitment to career development

• Make career development a priority for all

• Provide appropriate training

• Make development a collaborative effort

• Review personal career goals (quarterly) and progress towards achievement


Career DevelopmentOrganizational Priority (cont’d)

• Add written examples and comments to performance appraisals

• Provide support to managers so they can support their staff

• Encourage employees to attend continuing education

• Encourage managers to develop collaborative relationships with staff


Suggestions for Self-Development

• Create your own mission statement.

• Take responsibility for your own growth.

• Make enhancement your priority, not advancement.

• Talk to people in positions to which you aspire; get suggestions on how to proceed.

• Make investment in yourself a priority.


• Does what you’re doing at work match your values?• What work do you find meaningful?• How does your organization treat you?• Does your manager support career growth?• Are you satisfied with your quality of

life?

Career Self Assessment

Technology

Career planning and management