Career Management Icmhrd

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    CAREER MANAGEMENT

    Life & Career

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    WHAT IS CAREER?

    A subset of Life not the other wayround

    For some career obsessed people Life

    is a subset of Career- their livesend with their careers- literally andfiguratively

    Life has its own processes nddynamics and so has career- how dowe harmonise them

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    LIFE CYCLE -ERIK ERIKSONS

    MODEL

    Infancy- Trust vs. Mistrust

    Early Childhood (Toddler stag)- Autonomyvs. Shame & Doubt

    Pre-School Stage- Initiative vs. Guilt School Age- Competency vs. Inferiority

    Adolescence- Overcrystallised Identity vs.Flexible & Open Identity vs. Diffused

    Identity- laying the foundations of career-Rebelliousness against Authorities alreadyseeds sown during the pre-school stage

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    LIFE CYCLE (CONTD)

    Early Adulthood- Intimacy vs. Isolationand Creativity vs. Imitation- the beginningof career

    What kind of career do I choose?- onebeing chosen by the masses? Livelihood-driven? One that is offbeat? Or remaincareer less?

    What kind of Life Partner do I choose? Chosen by parents? Self-Chosen? Chosenmy opposite or echo? Or remain abachelor?- implications for career

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    CAREER BEGINNING

    How do I begin my career?

    With High Expectations & HighConfidence

    With High Expectations & LowConfidence hoping for a godfather

    With Low Expectations & LowConfidence- seeking shelter in anorganisation

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    LIFE & CAREER INTERTWINED

    Marriage- the economic compulsions,demands of the spouse, aspirations,competition at the office

    How do I manage all these pushesand pulls? Where do I turn forresources?

    Towards Self or Others or Fate(Astrology)?

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    RESURGENCE OF AUTHORITY

    ISSUES

    In this conflicted state the old conflict withauthority resurges- active or passive fightwith the bosses

    Resurgence of Sibling Rivalry- withcolleagues envy & jealousy

    Ones energies seem to be gettingdiverted from nurturance of ones career

    Organisational Politics tends to eclipse allattemots at Career Planning by HR

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    CORPORATE CAREER

    PLANNING

    Planning or Projections?

    Chalking a career path and promisingits fulfillment or offering a career

    path or career alternatives with nopromises- dilemmas for HR

    Individuals see always a promise

    behind a mere projection just as achild takes mothers stories to betrue

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    HR DEPARTMENT

    Adoption of a foolproof AppraiusalSystem preceded by an ObjectiveSetting System & Culture

    Appropriate Management of theReward System so as to defeat theregressive forces among theindividuals

    Appropriate Skills in the HRDepartment

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    CAREER MANAGEMENT SKILLS

    IN HR

    Applied Behavioural Sciences Skills

    Skills to set up mentoring processes

    Training themselves and otherchosen mentors in mentoring skills

    Counseling

    Developing strategies for individuals

    to see the macro picture and notoperate from a career obsession(Career Consciousness is different)

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    WHAT OTHER THINGS HR CAN

    DO?

    Become a strategic partner of theTop and do dynamic HR Planning forthe company in line with the

    Company Strategy Develop training programmes on

    Career Management

    Develop/hold programmes forpersonal growth

    Develop Job Rotation practices

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    WHAT THE INDIVIDUAL CAN DO?

    Become a learner of a variety ofknowledge & skills- take a try atfunctions other than ones own- thus

    becoming well rounded so that morecareer possibilities open up

    Develop oneself professionally

    Nurture ones marriage and children