Development & career management

Employee Developmentand

Career Management

Employee Development

Training Development

Focus Current Future

Use of work experience

Low High

Goal Preparation for current job

Preparation for changes

Participation Required Voluntary

Training & DevelopmentTraining & Development

IntroductionIntroduction


The Relationship between Development, Training, and Careers

Development and TrainingDevelopment and Training

- Training & Development related to busniess goals- Training & Development related to busniess goals

- Will be required and will focus on current and - Will be required and will focus on current and future personel and company need future personel and company need


The Relationship between Development, Training, and Careers

Development and CareersDevelopment and Careers

- To retain and motivate employee- To retain and motivate employee


Approaches to Employee Development

- Formal Education- Formal Education- Assessment- Assessment- Benchmark- Benchmark- Performance Apprasial- Performance Apprasial- Job Experiences- Job Experiences- Interpersonal Relationships- Interpersonal Relationships


Formal Education

Employee development program, include off-site and on-site programs designed specifically for company’s employees


Assessment

“ Collecting information and providing feedback to employees about their behavior, communication style, or skills ”.

•Assessment tools: Personality Test Myers-Briggs Type Indicator (MBTI) Assessment Center Benchmarks Performance Apprasial and 360-degree feedback


Job Experiences

Promotion

Transfer

Downward Move

Job Rotation

TemporaryAssignment,Project, and

Volunteer Work

Enlargement ofCurrent

JobExperience


Interpersonal Relationships

“ Mentoring and coaching are two types of interpersonal relationships that are used to develop employee ”.

Career Management


IntroductionIntroduction

• Career management is important for companies to create and sustain a continuous learning environment

• Project Careers are a series of project that may not be in the same company


Career Management’s Influence on Career Motivation

Component of Career Motivation

Career Resilience Company Value- Innovation- Employee adapting to unexpected changed- Commitment to company- Pride in work

Career Insight Employee Value- Be aware of skill strengths & weaknesses- Participate in learning activities- Cope with less than ideal working condition

Career Identity - Avoid skill obsolescence


Traditional Career Vs Protean Career

Comparation of Traditional Career & Protean Career

Dimension Traditional Career Protean Career

Goal Promotions Psychological successSalary Increase

Psychological Contract Security for commitment Employability for flexibility

Mobility Vertical Lateral

Responsibility for Management Company Employee

Pattern Linear & expert Learn how

Expertise Know how Learn how

Development Heavy reliance on Greater reliance on relationshipformal training and job experiences


A Model Of Career Development

• Life-cycle models

“ Suggest employee that they move through

distinct life or career stages”

• Organization-based models

“ Suggest employee that career proceed through a series

stages “

• Directional pattern models

“ Describes the form or shape of career”


Career Stages

Career StageExploration Establishment Maintenance Disengagement

Developmental Task

Identify interests, skill, fit between self and work

Advancement, growth, security, develop lifestyle

Hold on to accomplishments, update skill

Retirement planning, change balance between work and nonwork,

Activities

Helping, Learning, Following, Direction

Making independent contribution

Training sponsoring policy making

Phasing out of work

Relationships to other employees

Apprentice Colleague Mentor Sponsor

Typical Age Less than 30 30 – 45 45 – 60 61 +

Years on jobLess than 2 years

2 – 10 yearsMore than 10 years

More than 10 years


Roles in Career Management

Employee Manager CompanyHR

Manager• self-assessment• self-development

action plan• create visibility

through good

performance and

relationships• seek challenge

• Coaching• counseling• communicating• request

information from

other company

resources

• Develop system

to support career

management• develop culture

that support

career

management

• Information and

advice• specialized

service (testing,

counseling, or

workshop)

Self-assessment

Reality Check

Goal Setting

Actionplanning

• Identify opportunities and needs to improve

• Identify what needs are realistic to develop

• Identify goal and method to determine goal progress

• Identify steps and timetable to reach goal

Career Management Process


Evaluating Career Management System

1. The reaction of the customers

2. More Objective information related to result


Development & career management

Career

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