CP & CD

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Career Planning & Career Development

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The concept of career

A career comprises of a series of work related

activities, that offer continuity, order and meaning to

a person¶s life. The success of one¶s career,

therefore, depends on the individual more than

anything else.

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Key Terms

Career: a

career is all the jobs that are held during one¶s working life.

Career anchors: are distinct patterns of self-per ceived talents, attitudes,

motives and values that guide and stabilize a person¶s career after

several years of real-world experience and feedback.

Career planning: the process by which one selects career goals and the

path to those goals.

Career development: the personal actions one undertakes to achieve a

career plan.

Career planning and development: extending help to employees to form

realistic career goals and the opportunities to realize them.

Mid-career crisis: the period occurring between mid-thirties and mid-forties

during which people often make a major assessment of their

progress relative to their original career goals and ambitions.

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Career stages

High

Low 25 35 50 60 70

P e r f o r m

a n c e

Exploration Establish- Mid career Late career Decline

ment

From college First job Will performance The elder Preparing

to work and being increase or statesperson for

accepted begin to retirement

decline?

Age

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Exploration: the transition that occurs in mid-twenties as one looks at

work after college education, seeking answer to various questionsabout careers from teachers, friends etc.

Establishment: this is the stage where one begins the search for

work, picks up the first job, commits mistakes and learns thereafter.

Mid-career: Between 35 and 50 one is typically confronted with a

plateaued career, where your maturity and experience are still valuedbut there is the nagging feeling of having lost the initial fire in the belly.

Late career: This is the stage where one relaxes a bit and plays an

elderly role, offering advice to younger ones as to how to avoid career

mistakes and grow continually.

Decline: This is the stage where one is constantly reminded of

retirement, after a series of hits and misses.

Career stages

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Career anchors

These are distinct patterns of self-perceived talents, attitudes,motives and values that guide and stabilise a person¶s career after

several years of real world experiences.

More about eight career anchors

Managerial competence

Technical competence

Security

Creativity

Autonomy

Dedication to a cause

Pure challenge

Life style

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Effective Career Planning

� Support from top management

� Goals

� Reward performance

� Placement

� Career paths

� Continuous tracking

� Publicity

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Matching Career Needs of Organization & Individual

Career Planning

Organization¶s Needs

Strategic

� Currentcompetencies

� Future

competencies

� Market changes

� Restructuring

� Growth� Innovation

Operational

� Employee

Turnover

� Absenteeism

� Talent mgt.

� Productivity

� Quality

� Outsourcing

Individual¶s Needs

Personal

� Tenure

� Family issues

� Mobility

� Spouse¶s job

� Other interests

Professional

� Career stage

� Education

& Training

� Promotions

� performance

� Potential

� Current career path

Matching

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Action Plan

Career Need Assessment

� Designation

� Prestige

� Independence

� Money

� Security

Action Plans & Periodic Review

� Direction of progress

� Changes likely to take place

� Skills required to face the challenges

Career Plateauing

Job hopping (Attrition)

Need-Opportunity Alignment

Career Opportunities

� Career path

� Types of jobs

are available(new openings or vacant)

If Not

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Self-Assessment

Develop

Commitment

Execute

self-assessmentDefine action plan

Execute & check

Action plan

Define

self-assessment goals

Plan

self-assessment goals

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Career Goal Setting

Career Sear ch Matching

Individual RoleObjectivity

TransparencyOrganizational

Level

Job Sear ch Matching

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Career Development CD: An ongoing and formalized effort that focuses on

developing enriched and more capable workers.

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Career Development System: Linking organizational Needs with individual Career Needs

(Gutteridge et al., 1993)

Organizational Needs

What are the organization¶s major

strategic issues over the next two

to three years?

What are the most critical needs

and challenges that the

organization will face over the

next two to three years?

What critical skills, knowledge,

and experience will be needed to

meet these challenges?

What staffing levels will be

required?

Does the organization have the

strength necessary to meet the

critical challenges?

Individual Career Needs

How do I find career opportunities within the

organization that:

Use my strengths

Address my developmental

needs

Match my interests

Match my values

Match my personal style

Issue

Are employeesdeveloping

themselves in a

way that links

personal

effectiveness and

satisfaction with

the achievement of

the organization¶sstrategic

objectives?

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Career Development Process

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Assessment

Phase

Direction

Phase

Development

Phase

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Creating a development programme

Assessment phase

1. Self-assessment (c

areer workbooks, career-planning

workshops)

- skills assessment

- interest inventory

- values clarification

2. Organizational assessment

- assessmentcenters

- performance appraisal

- promotability forecasts

- succession planning

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Direction Phase

1. Individual career

counseling

2. Information services

- job-posting/job

openings

- skills inventory

- career path

Development Phase

- Mentoring

- Coaching

- Job rotation

- Tuition assistance

programmes

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Career Management Model (Gutteridge)

Organizational Career Development

Career Planning

� Identify career options

� Set career goals

� Align both & review

Career Management

� Prepare

� Implement

� Monitor career plans

Individual Institutional

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Career Management Model (Bernardin and Russel)

Individual Career

Planning� Assess needs

� Analyze career

opportunities

� Set Career goals

Career Development

� How individuals can reach

the top?

� How organizations can help

� Self-assessment tools

� Individual counselling

� Information services

� Assessment programmes

� Development programmes

� Programmes for specialgroups

Organizational

Career Planning

� Assess human

resour ce requirements

� Career paths� Integration of career

goals & organizational

needs

� Initiate career development

efforts

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CP & CD

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