2. Chapter Objectives
• Describe Favorable Conditions for Career Development
• Describe the different types of career development policies
• Describe Stages of Career Development
• Identify Hurdles in proper implementation & Criticalities
3. Career Exploration
• Collection and analysis of career related information. The employee should be aware of
his own talent, interest, values, the importance of work in his life, and about alternative
jobs inside ad outside the organization. Self-exploration and environmental exploration
are the two types
Awareness
• Accurate perception of person’s own qualities and characteristics of his relevant
environment.
Goal Setting
• Set career goals to maintain motivation, have something to look forward to and achieve
success
Strategy
Development
• Structured approach to developing capabilities, tools, and resources in an organization,
which will enable people to navigate their career ‘journey’ successfully.
Strategy
Implementation
• The process that puts plans and strategies into action to reach goals.
Feedback
• The implementation of a career strategy can provide useful feedback to the person.
Career Appraisal
• Career appraisal is the process by which people acquire and use career related feedback
to determine whether their goals and strategies are appropriate
4. What employees gain through career
development?
• Employees get to know:
• Clear focus about career track
• Blind spots to overcome
• Final goal to reach
• Employees gain through:
• In everyday work
• Long term aspirations
5. What employers gain through career
development?
• Career development is a tool for
• Motivation
• Satisfaction
• Retention
• Engagement
• Succession planning
• Identification of high-potential candidates
• Also result in:
• Improved productivity
6. Career Development Initiatives
• Promotion
• Job Rotation
• Training
• Job enlargement
• Career Planning Workshops
• Career Counselling
• Mentoring or coaching
• Sabbaticals
• Personal Development Plans
• Career Workbooks
• Communities
• Assessment and development centers
7. Creating Favorable Conditions for Career
Development
• Management Participation
• Provide top management support
• Provide collaboration between line managers and HR managers
• Training managerial personnel
• Setting Goals
• Plan human resources strategy
• Changing HR Policies
• Provide for job rotation
• Provide outplacement service
• Announcing Program
• Explain its philosophy
8. Determine Employee Potential
• Career Planning Workbooks
• Stimulate thinking about careers, strengths/limitations, development needs
• Career Planning Workshops
• Discuss and compare attitudes, concerns, plans
• Career Counseling
• Discuss job, career interests, goals
• Web-based Career Development
• Products, services and confidentiality
9. Individual Career Development
• Performance
• Exposure
• Networking
• Leveraging
• Loyalty to career
• Mentors
• Key subordinates
• Expandability
10. Organizational Career Development
• Self assessment
• Individual counselling
• Information services
• Employee assessment programs
• Employees development programs
11. Evaluating Employee Development Needs
• Servicing the Career Development Needs
• Career Planning Workshops
• Career Planning Workbooks
• Career Counseling
• Development Testing for Employees
• Extensive Web-Based products/services
12. Career Development Policies
• Transfers
• Promotions and Demotions/ termination
• Relocation Services
• Outplacement Services
• Development Opportunities Announcements
13. Stages of Career Development
• Stage 1: Preparation for work
• Typical Age Range:0-25
• Major Tasks: Develop occupational self-image, assesses alternative
occupations, develop initial occupational choice, pursue necessary
education
• Stage 2: Organizational Entry
• Typical Age Range:18-25
• Major Tasks: Obtain job Offer(S) from desired organization(S), select
appropriate job based on accurate info.
14. Stages of Career Development
• Stage 3: Early Career
• Typical Age Range:25-40
• Major Tasks: Learn job, learn organizational rules and norms, fit into chosen
occupation and organization, increase competence, pursue goals.
• Stage 4: Mid Career
• Typical Age Range:40-55
• Major Tasks: Reappraise early career and early adulthood, reaffirm or modify
goals, make choices appropriate to middle adult years, remain productive in work
• Stage 5: Late Career
• Typical Age Range:55- retirement
• Major Tasks: Remain productive in work, maintain self esteem, prepare for
effective retirement
15. Specific Career Development Activities
• Career Counseling
• Career Pathing
• Inventory Skills
• Transfers
• Training
• Job Posting
• Promoting
• Lateral Development
16. Hurdles in proper implementation
• Lack of visibility in deliverables
• Short term employee loyalty
• Tight deadlines
• Insufficient bandwidth to reporting managers
• Lack of coaching facilities
17. Criticalities
• Good organization of initiatives
• Support of employees
• Transparency
• Effective communication
• Handling of expectations
• Employees must have a degree of elf- knowledge and self-introspection
• Four Cs for success of career development Programs:
• Consistency
• Commitment
• Compliance
• Credibility
Hinweis der Redaktion
https://www.youtube.com/watch?v=OpeIqQ5qTjc&t=65s
Career planning workshops generally concentrate on assisting participants to recognize and explore a variety of educational and career opportunities. Career planning workshops include self-assessment, environmental assessment, and goal-setting and action-planning segments
Career Counselling: consultation, advice, or guidance specifically focused on a person’s career opportunities, most often provided in educational, work, and some community settings. It also may have the specific goal of enabling a person to change the direction of his or her career. The counseling will take account of an individual’s preferences, intelligence, skill sets, work values, and experience. Such counseling is offered to groups as well as individuals. Also called career guidance
Sabbatical - a period of paid leave granted to a university teacher or other worker for study or travel, traditionally one year for every seven years worked.
A personal development plan, which is also known as a PDP, is an action plan that you can use to identify: Your individual goals and what you want to achieve. Your strengths and weaknesses. The areas you need to improve and develop to meet your goals
Career Workbooks- The career workbook is designed to help you identify your strengths, skills and work preferences. It contains tools for determining your career goals and developing an action plan. It is recommended that you complete the chapter 'knowing yourself' in the career workbook before scheduling a career counselling session .
This workbook is a tool to help staff maximize their potential. It is designed to help you identify problems and challenges in their career paths and to discover ways to address them.
This workbook will help you:
Reflect on your career and map out steps to pursue your career aspirations
Assess your competencies and how to strengthen them
Explore steps which may enhance your career development
Identify obstacles to managing your career and ways to remove them
Overview
“Taking Control of Your Career” consists of 9 activities divided into 3 parts:
Part 1: Career Planning and Advancement
Activity 1: Knowing Yourself and What You Want
Activity 2: Ingredients for an Action Plan
Activity 3: Career Plateaus
Part 2: Career Tools
Activity 1: Transferable Skills
Activity 2: Emotional Intelligence
Activity 3: Managing Your Reputation
Activity 4: Building Career Connections
Activity 5: Courage at Work
Part 3: Career Transitions
Activity 1: Understanding the New World of Work
Outplacement services, also known as career transition services, are coaching programs that help separated employees land their next position faster. These services are paid for by the employer, providing free career services to the exiting employee. Outplacement services for your organization include:
Assisting organizations with making layoff decisions.
Helping managers communicate layoff decisions to employees.
Supporting remaining staff members so they stay productive during change.
The format these services take varies. Options include consulting, strategic planning, career coaching, job search programs, group workshops, and team trainings.
