Career development

Challenges of H.R.D Professionals1.Increasing work force diversity.2.Competing in a global economy.3. Eliminating the skill gap4.The need for life long learning5.Facilitating organisational learning.

What is career?

. The occupation itself. Ones progression with in an an organisation. Status of a profession eg-Law,engineering which is career.But plumbing,carpentry ,general

office work is not profession. Career is involvement in work Stability of a persons job.A sequence of related

jobs is career where as unrelated jobs does not.

New employment relationship

• Down sizing and outsourcing-this resulted the change in employment relationship from paternalism to exchange relationship for the mutual benefit of both parties.

• No promise of long term security.Future of the employees is their own responsibility.

• Employees role is obtain opportunities to remain employable.Employees has to assume responsibility for dveloping and

maintaining their own skill .They have to ensure demonstrable value to the

organisation.They have to understand the nature of their employers

business

Role of employers

• Provide opportunities for skill development and training and education.

• Employee involvement in decision making, • Assistance with career management [coaching and mentoring] and performance

based compensation. Boundaryless career-a career not bound

to one organisation or profession.That is the new concept.

Career planning

• Becoming aware of self,opportunities,constraints ,choices,and consequences.

• Idetifying career related goals• Programing work,education,and related

developmental experiences to attain career goal.• The focus of career planning is on the individual

eventhough they get outside help.• Career plans first –set of actions next –leads to

achievement of the goal.

Career management

• Career management is an ongoing process of preparing, implementing,and monitoring career plans under taken by the individual.

• Career management has to ensure the organisations H.R needs are met.

• Career management is an activity carried out by the management. Eg- succession planning.It is nothing but senior management decides which employees can and should be prepared to replace people in positions of greater responsibility .

Career development activities

Career management and career planning can be coplementary and can reinforce each other.

A balance between the two makes better career development.

Employee centered career planning

• Self directed .

• Work books.

• Tape casettes.

• Company run career planning work shops.

• Corporate seminar on organisational work shops.

Multi focus. Manager-Employee planning

• Manager –employee career discussions.

• Developmental assesment centre with feed back.

Career management-organisation centred.

1. Corporate talent inventories.

2. Corporate succession planning.

Career planning

• Career is a sequence of work related positions occupied by a person during a life time.

Factors influencing the career

1.People who have influenced

2. Major work achievements

3.Successful and happy at work

4.Risks taken

5.Helped others

Define Career planning

• Career planning is a process of systamatically matching career goals and individual capabilities with opprtunities for their fulfilment.

• Career planning is the process of enhancing an employees future value.

• A career plan is an individuals choice of occupation ,organization and career path.

Characteristics of career planning

• It is an ongoing process• It develops a personal life career diagram.• It defines life career,abilities,and interest of

employees.• It tells about individuals life career and

organization.• Helps individuals to develop skills.• It strengthern work related activities in the

organization.

Objectives of career planning

To develop an awareness of each employees uniqueness.

• To identify positive characteristics of employees

• To identify personal qualities and events .• To identify personal

interests,abilities,strength and weakness and how they relate to careers.

• To get an understanding of personality and professional goal and how they can be aligned to organizational mission.

• To recognize differences in the way people see abilities of others.

• To foster effective team building skills.

• To create healthy ways of dealing with conflicts in self and others.

• To attract ,engage,and retain talented professionals.

• To develop motivation and commitment.

Importance of career planning

• Organisation depends on the caliber of H.R.

• Career planning is not promotion and advancement.

• Today organizations are flat.So no much promotion possibilities.

• H.R department plan future employment needs.Through career planning they get the right people.

• Career planning ensures constant supply of promotionable employees.

• Develop potential abilities of employees.

• Career planning reduces employee turnover.

• Career planning discourage hoarding.

Career planning process

• Career planning process encourages individuals to explore and gather information which will enable them to synthesize ,gain competencies ,make decisions ,set goals,and take action.The steps are as follows.

1.Self Assesment.

This step involves gathering information about self to assist in making a decision about a career.-values,interests,aptitudes,abilities ,personal traits and life style.

It can be started by

Learning interests

Listing accomplishments

Understanding phisical and psychological needs.

• Assessing aspiration and motivation level.• Understanding personal trait. Self assesment is done though Work book or workshops Skill assessment exercises Completing interest inventory SWOT analysis

Career SWOT analysis

Employees strength

Work experience

proper education

strong job knowledge

transferable skill

Positive personal characteristics

Good net working

• Employees weakness

Lack of work experience

No proper education.

Lack of job knowledge

Weak skills

Negative personal characteristics

poor net working

Employees opportunities HR market Cashing on high education Skill shortages Increased self knowledge increased professional development good networking possess unique skills

Employee threats

Down size in HR market

Competition from fellow professionals

Other competitors

Limited professional development

poor networking

2. Career exploration

• An employee will begin to explore potential careers ,gather information about those careers and match it with self assesment.

• Investigate career market.

• Seek information from academic advisors.

• Attend job/ career fair.

3.Career goal setting.• Individuals evaluate occupational choices and gain practical

experiences through internships ,cooperative education,industrial training etc.

• Decisions about occupational choices can be made through individual career counselling. Information services.

Career development activities are Projects,coaching,role play,videos,audio-tapes,and website

browsing.

4. Career preparation• It can be done by learning how to prepare saleable resume and

cover letters and complete employment applications, implementing job search strategies and practicing skills for appearing interviews successfully.

Organizations should provide the following services to employees. 1.Mentoring-advising,role modeling,sharing contacts etc. 2.Coaching. 3.Job rotation 4.Career assistance programme. 5.Managing self development.[Taking positive actions,increasing

knowledge and skills]

5.Self marketing

High performance employees are Self directed. Enjoy work Accept responsibility and accountability.

Marginal performance employees. Little ambition Dislike work Avoid responsibility and accountability.

Stages of life and career development

• A persons life or career is by identifying common experiences,challenges or tasks people go through as their life progresses.

• A persons career is influenced by life events.

Erikson model of adult development.

He proposed that people progress through 8 stages in life-psychological and social issues-facing challenges which must be resolved.

1.Basic trust verses mistrust- infancy 2.Autonomy vs shame and doubt. 4 to 5 3.Initiative vs guilt ------ 6 to 11 4.Industry vs inferiority.—6 to 11 5.Identity vs role confusion---------puberty and adolescence 6.Intimacy vs isolation----Young adulthood 7.generativity vs stagnation—Middle adulthood 8.ego integrity vs despair------maturity

• Fifth stage is adolescence.-conflict between identity and role confusion.If not successfully resolve people will enter adulthood with confusion.

• Last 3 stages- issues facing with adult development. If successfully completes he can mingle with groups.otherwise –isolation.

• Erikson calls middle adulthood as Generativity.-more involved in ones children,Social issues or mentor for young generation.Failure in this stage results stagnation-no contribution to the world.

• Finally in the maturity stage the individual faces issues of ego integrity.Accept the choices one has made in life.

Successful development of ego leads to peaceful death.Failure in this stage lead to despair.

• Ego integrity ,generativity,and intimacy can affect the career choices the individuals make.

• Organization has to help employees to resolve these challenges

• Employees nearing retirement are facing many sources of stress .To avoid this issue pre-retirement counseling ,and motivational programs geared towards old workers which yield benefits to both.

Roles in career management

Individual role

People must learn how to gain knowledge and become more adaptable.Jones and Defllippi distilled six competencies that were possessed by people which they argue typify new career land scape.These competencies are

1

• Understanding the industries, opportunities, threats and requirements

• Understand the meaning,motives and interests for pursuing a career

• Understand the locations and boundaries for entering ,training and advancing within a career system.

• Forming relationship that will gain access to opportunities.

• Understanding the timing and choice of activities within ones career

• Understanding and acquiring the skill and talents for effective performance in assignments.

Developing the above career competencies will better enable you to attain career goals .

Managers responsibility1.Coach one who listen ,clarify ,probes an defines ecmployee career

concern.2.Appraiser One who gives feedback, clarify performance standards and job

responsibilities.3.Advisor Helps set goals and give advice.4.Referal agent One who consults with the employee on action plans and links the

employee to available organizational people and resources.

HRD and career development professionals duty.

• Create information and support.

• Play a broker role

• Become an expert in career information .

• Become a professional communicator about your services and new career contract.

• Promote learning through relationship at work

• Intervene where there are road blocks for career management

• Promote mobility and lifelong learner identity

• Develop mindset of using existing resources for development.

Career development practices

1 .Self assesment tools career Use work books.Who am I ? .What do I want out of my

life and my career ? .How can I best achieve my career goals.?

Self assesment work books provide information and a series of exercises to help an individual discover his values ,abilities and preferances.

Work shops provide experience in which paticipants develop ,share,and discuss personal information about their strengths, weakness ,and goals.

Individual counseling and career discussions

• For the employees who are nearing retirement

• Outplacement counselling

• For existing employees to be laid off or terminated.

Internal labor market inforormation exchanges and job matching

systems

1.Job posting

provide information about job opportunities within organization.

2Career path

Make aware logical job movements .Eg. Police- chief of department.patrol officer—chief of police

• Dual career path-Management and non management tracks-Those who are not eligible for manager post are given equivalent esteem and pay.

• Another source of internal labour market information is a skill inventory.

Organization potential assessment process

This aims at individuals available who are ready to fill key positions when it becomes vacant.For doing this there are three ways.

1.Potential ratings The rater judges whether an employee is

likely to be successful in jobs in future.2.Assesment centers In an assessment center ,small groups of

employees perform a variety of tasks .eg-interview,GD,role play,simulation etc.These are assesed.

3.Succession planning

4.Development programs

Job rotation

Mentoring refers to a relationship between a junior member and senior member of the organization that contributes to the career development of the both members.

Development actions by the organization

• Training-to carry present job successfully.• Job rotation.• Job enlargement• Special assignment• Deputation to other departments.• Others—allowing officiation in absence of

section head or peer,encouraging active involvment in professional bodies,taking up training or teaching assignments

Development actions by the employee

Knowledge upgrading self study,consultation with

experts,participation in professional bodies attending part time courses

Behaviour and attitude development Positive thinking,willingness to change,self

review.

Skill building.

Quality of work life

QWL refers that favourableness or unfavourableness of the job environment for people.

1 Adequate and fair compensation 2.Safe and healthy working conditions 3 Immediate opportunity to use and

develop human capacities 4.Future opportunity for growth 5 social integration in work environment

6 Rule of law in the work organization7 Work and the total life space8 The social relevance of work life

Two types of workers A job for living Some others want a chance for self

development in work place

Role of supervisor in QWL

• Having a nurturant supervisor• Receiving adequate help ,assistance etc• Having a few labour standard problems• Fair promotional policies• No close supervision• Supervisor technically qualified• Autonomy in matters affecting work• A job with enriching demands

Key supervisory role

1 .Consideration -supervisor be supportive,not not socially distant

Happy worker s work harder Consideration reduces frustrations consideration is a reward for productivity Consideration may strengthen the effort-performance

relationship Makes performance-reward more equitable

• Creating a feeling of approval

• Developing personal relations

• Providing fair treatment

2.Facilitator

He provides technical support,guidance,direction and training

How to improve Facilitation?

• Work redesign.

• Participative management

Career srategy

• It refers highlighting an organizations human resource for developing them for future career opportunities within the organization for benefit of employees as well as organization.

• It is the duty of individuals to adapt changes by adding new skills and qualifications

Career strategy process

1.Discovering

Knowing oneself is the foundation for developing successful career management and job search strategy.It determine how to market oneself.For this consider your

Existing career assets

Current skills and abilities.

Career mission,personal values

Career goals for one year,5year and 10 year.

2 Strategizing A plan is created for enhancing career

assets.3 Developing In this step employees need to focus on

developing the knowledge,experience,and skills to market self to prospective organization.This is launching of career by sharpening job search assets .

Net working expands career options.

• The important tool for self marketing is a flawless resume which highlights achievements and experience and tell what employee can offer to prospective organization.

4. Marketing

In this step the employee has to convey to prospective organization his desires ,skills and experience that will add value to the organization.

Resources available to self market

Net working.

Finding available position.

Preparation for the interview.

5. Evaluating

After selecting prospective employer it is time to analyse new options within current organization and choose a new direction.

Career management

This is nothing but specific HRM activities such as recruitment,selection,induction,placement and performance appraisal to facilitate career development.It conveys the following

Self management of career

Organization focusing on individuals

Organization focus on their maintenance.