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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
120/07