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Career Management

Employee Movements

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The Basics

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.

Careers today Careers are no simple progressions of employment

in one or two firms with a single profession. Employees now want to exchange performance for

training, learning, and development that keep themmarketable.

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Operational

Operational

Strategic

Strategic

Organizations Needs

Organizations Needs

Professional

Professional

Individuals Needs

Individuals Needs

Personal

Career Management

Matching Individual and

Organizational Needs

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The Individuals Role inCareer Development

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.

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Combinations of Career Interests and Skills

ExploreExplore PursuePursue

AvoidAvoid DevelopDevelop

INTERESTSLow High

L o w

H i g h

S K I L L

S

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The Managers Role inCareer Development

Provide timely performance feedback. Provide developmental assignments and

support. Participate in career development

discussions.

Support employee development plans.

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The Organisations Role inCareer Development

Realistic job previews Challenging first jobs Training and development opportunities. Career information and career programs. Variety of career options.

Mentoring Networking and interactions

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Transfer Transfer

Promotion Promotion

Exit Exit

Demotion Demotion

Alternative Career Moves

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Managing Transfers

Employees reasons for desiring transfers Personal enrichment and growth More interesting jobs

Greater convenience (better hours, location) Greater advancement possibilities

Employers reasons for transferring employees To vacate a position where an employee is no longer

needed. To fill a position where an employee is needed. To find a better fit for an employee To boost productivity by consolidating positions.

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Career Plateau most likely during mid-career

Dual career paths

technical / professional vs. managerial Skills obsolescence continuous learning

Balancing work and family Coping with job loss provide outplacement services Retirement

meet needs of older worker pre-retirement socialization

Career Plateau most likely during mid-career

Dual career paths

technical / professional vs. managerial Skills obsolescence continuous learning

Balancing work and family Coping with job loss

provide outplacement services Retirement

meet needs of older worker pre-retirement socialization

Career Management Issues

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The Plateauing Trap

Career Plateau Situation in which for either organizational or personal

reasons the probability of moving up the career ladder is low. Types of Plateaus

Structural plateau: end of advancement Content plateau: lack of challenge Life plateau: crisis of personal identity

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Dual Career Tracks

Scientist

Senior Scientist

Section Leader Research Associate

Department Head Principal Scientist

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Dual-Career Couples

Dual-Career Partnerships Couples in which both members follow their own careers

and actively support each others career development. Flexible work schedules Adaptive leave policies Work-at-home On-premises day care Job sharing

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Career Development for Women

The Glass Ceiling Artificial barriers based on attitudinal or

organizational bias that prevent qualifiedwomen from advancing upward in their

organizations into management level positions. Eliminating Barriers to Advancement

Development of womens networks

Diminishing stereotyping of women Presence of women in significant managerial

positions

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Approaches to creatingpersonal job security Find passion in what you do. Find excellence in what you do. Become a life-long learner.

Be flexible Focus on productivity Be a team player

Market yourself to both internal and externalcustomers

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Career Development Trends

More horizontal ladders in middle management More strategic focus on core competencies Careers as a series of projects, not upward steps in an

organization Career development now extends to all employees Employees who change jobs and employers frequently

are now the norm. In new career era, the individual manages own

development, not the organization.

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Retirement

Pre-retirement practices include counselling andhelp for Leisure time

Financial and investment Health Psychological counseling Second careers

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Keeping a Career inPerspective Maintaining Off-the-Job Interests Having a Healthy Marital and/or Family Life Planning for Retirement

Maintaining a Healthy Balance

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THANK YOU!!!

By Ivona Aleksic

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