Managing Careers2

8/7/2019 Managing Careers2

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Managing CareersManaging Careers


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Concept of CareerConcept of Career

y Careera sequence of positions, roles or jobsheld by one person over a relatively long timespan.

y Career development is dynamic and can

change due to individual aspirations, personalobjectives, financial and other compulsions

y Career Path Sequential pattern of jobs thatform a career.

y Career Planning Process by which an

individual selects career goalsy Orgl.Career Planning done by management

for its employees


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Career AnchorsCareer Anchors

Basic attitudinal characteristics thatguide people throughout their career

Autonomy/Independence

Security &

Stability Technical & Functional Competence

General Management

Entrepreneurial Creativity

Service Pure Challenge

Life Style


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Elements of a Career PlanningElements of a Career Planning

Program

ProgramThere are FOUR distinct elements

1) Individual Assessment and Need Analysis

2)Organizational Assessment &Opportunity Analysis

3) Need-Opportunity Alignment

4) Career Counseling


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Individual Assessment Organizational Assessment

Need Analysis Opportunity Analysis

Need-Opportunity Alignment

Career Counselling

Process of Career

Planning


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Individual Assessment Need AnalysisIndividual Assessment Need Analysis

y Career Drift Those who enter a job,

occupations and careers with little

attention to career planning and who are

disengaged.

y Organization has to guide each individual

to make his own decisions regarding his

career objectives and career path.


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Purpose of Need AnalysisPurpose of Need Analysis

Understand career aspirations of the

employees

Determine his/her knowledge, skills,

competence and attitudes.

Identifying the areas that need training

inputs

Communicating the results of the analysis.


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Organizational Assessment andOrganizational Assessment and

Opportunity AnalysisOpportunity Analysisy Employee goals and aspirations should berealistic and achievable

y Before setting goals, awareness about

possible careers should be made availabley Performance appraisal interviews can

provide the information

y

CareerP

aths chart gives a possibledirection and paths of advancement notnecessarily in the same area but indiversified fields.


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Need Opportunity AlignmentNeed Opportunity Alignment

y Good HR Information can provide the

formalized system of tracking and

recording career moves across the

organization.

y Free flow of information to be made

available w.r.t available positions, future

prospects etc.


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Career CounselingCareer Counseling

Final and most important in career planning

Supervisor & HR should counsel to the possiblequestions of the employees:

y

What are my skills & how to developy What are my actual needs w.r.t work?

y What are future prospects?

y What are current opportunities with present skills andabilities?

y What are the requirements for the job I aspire for?y What training I require if I choose to pursue a career

objective

y Why do I seek a career? What is in it for me? Can I do

without one?


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Benefits of Career Planning to anBenefits of Career Planning to an

OrganizationOrganization Ensures availability of Resources forFuture

Enhances Organizational ability to attract

and retain talent

Ensures growth opportunities for all

Handles employee frustation


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Benefits of Career Planning to anBenefits of Career Planning to an

individualindividualy Makes employee to understand his own strength

& weaknesses

y Helps to have better knowledge of career

opportunitiesy Enables one to choose ones lifestyle, preferences,

self development plans, family environments etc.

y Helps one to plan career in long termperspective

y Allows to change career plans

y Gives a sense of achievement when one succeeds

in career objectives.


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Issues in Career PlanningIssues in Career Planning

y Dual Career families -

y Low Ceiling Careers Highly specializedjobs

y Declining Opportunities Economical andTechnological changes

y Career Stages change with changingpersonal needs

y Restructuring Orgl. restructuring

y Career Plateaus Lack of motivation, stress,personal problems etc.

y Work-family Issues -


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Career Development CycleCareer Development Cycle

y It is the process by which employees progressthrough a series of stages each characterized bydifferent set of development tasks, activities, andrelationships

1. Life Cycle Model : Different stages in whichemployees are developed

2. Organizational based Model : Careerprogresses through different stages and different

sets of activities.3. Direction Pattern Model : Different

perspectives of employees about their careersand plans to progress.

Managing Careers2

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