Career Development..Shahid Elims

8/14/2019 Career Development..Shahid Elims

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Presented by

Jerom Jose


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A career denotes all the jobs that are heldduring ones working life.

A career denotes a succession of related jobs, arranged in a hierarchy of prestige,

through which persons move in an ordered,predictable sequence

(Wilensky)


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It denotes the personal actions oneundertakes to achieve the career goals.

Career development is indispensable for

implementing career plans. It consists of activities undertaken by

individual employees and the organizationto meet career aspirations and job

requirements


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I. Challenging initial jobs

II. Dissemination of career optioninformation

III. Job postingsIV. Assessment centre's

V. Continuing education and training

VI. Career development workshops

VII. Periodic job changes

VIII. Sabbaticals(Leave granted at intervals)


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Concept is based on the employees whoreceive challenging job assignments early

in their career do better on later jobs. Successful meeting of initial challenges

stimulates the person to perform well in thesubsequent years.


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The manger identifies the career paths of

successful employees within theorganization.

The information gathered is make available

to all employees in the organization.


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Job posting provides a channel by which theorganization lets employees know what jobs

are available and , for future reference and, requirements. This consists of the abilities, experience,

and seniority requirements to qualify for

vacancies.


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The way by which, mangers obtainobservable evidence of individuals ability to

do certain jobs. More importance is given to performanceappraisal.


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Bringing together the groups of employeeswith their supervisors and managers underone roof.

Identifies the problems and mismatchesamong them.

Resolves the problem.


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Job changes can be in the form of verticalpromotion , lateral transfers or

assignments. Varied experiences build confidence and

provide +ve feedback . Encourages the employees to accept new

challenges and greater responsibilities.


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Means leave granted at intervals. Leave granted for attending executive

development conferences, uninterruptedreading , and accepting lectureship inuniversities, etc.

Enhances individuals career development.


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I. Career Performance

II. Career Attitudes

III. Career Identity

IV. Career Adaptability


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This is judged by the level of objectivesuccess and the level of psychologicalsuccess.

Objective success consists of commonmeasure of success, such as pay, reputationand high office in organization.

Psychological success occurs when self

esteem increases. Psychological success is linked towards

objective success.


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This indicates specific individual attitudestowards work.

Attitudes are about work itself, jobsatisfaction, level of achievement, etc. Begins at early in life before a person has a job and shapes the persons work

experiences.


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Individual identity is the unique way by which

a person believes he or she fits into the world. Career identity is the particular facet of a

persons identity related to occupation

activities.


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This is individuals willingness and capacity

to change occupations and or the worksetting in order to maintain his or herstandards of career progress.


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I. Exploration

II. Establishment

III. Mid-Career

IV. Late-CareerV. Decline


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Represents pre-employment stage. Ends for most individuals in mid-twenties.

Directions by the parents, teachers, friends,film, mass media etc has great influences. In this period the number of expectations of

ones career is developed.


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This stage covers about 10 years from theage of 25.

In this stage the individual tries to getsettled in some organization.

Consists of uncertainties and anxieties, andincreased responsibilities.

During this stage person tries to establish a

place in society & work for careeradvancement.

Junior- senior status.


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Stage between age of 35 & 45.

This stage is highly problematic andstressful. Search for new life goals. Get greater responsibilities and attractive

and appreciable rewards.


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Stage continues for about 20 years frommid- forties.

Career graph of an individual may becharacterized by growth and stagnation. Decreased work mobility and will be locked

in their current jobs.


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Stage after the age of 65.

Individual is forced to step out. High achievers are teased by inactivity and

non-creativity. Retirement in imminent.


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I. Mobility

II. Career and Family

III. Dual-Career Family


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Do not stay in one position and not even ina single organization.

Lateral moves are made which may beinternal or external. Results in mid-life crisis. Counseling can over come the mid-life

crisis.


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Professional men tend to reduce attention athome as a result of work responsibilities.

Problems in family will affect the efficiencyand behavior of work.

Professional women faces conflict betweenwork and home responsibilities.

This problem can overcome through

successful selection of mentors byindividuals.


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Now-a-days both partners in family pursueprofessional careers.

Husband-wife pairs experiences conflictbetween their work & family responsibilities. Effective time management and willingness

for adjustment helps to overcome this

problem.


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T.N CHABRA HUMAN RESOURCEMANAGEMENT PAGE NO:277-290

L.M PRASAD HUMAN RESOURCEMANAGEMENT PAGE NO:332-336


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Career Development..Shahid Elims

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