A brief report on Career development in Solex Chemicals

2. Managing Careers
By
Mr. Muhammad Abdullah

3. Topics to be discussed
1.
Compare employers’ traditional and career planningoriented HR focuses with case study.
2.
Explain the employee’s manager’s and employer’s
career development roles.
3.
Describe the issues to consider when making
promotion decisions.
4.
5.
Describe today career Management.
How can career development foster employee
commitment?

4. The Basics of Career Management
• Career
The occupational positions a person has had over many years.
A sequence of positions held by a person during his or her lifetime.
• Career management
The process for enabling employees to better understand and
develop their career skills and interests, and to use these skills
and interests more effectively.
• Career development
The lifelong series of activities that contribute to a person’s career
exploration, establishment, success, and fulfillment.

5. The Basics of Career Management
• 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 them
marketable.

6. Solex Group of companies
Solex is a professional
company, enjoying high
reputation pesticides
marketing domestically and
internationally for years
with experienced staff.
Quality and service are
always the top concern of
Solex Group.

7. Traditional Versus Career Development Focus

8. Employee Career
Development Plan

9. Roles in Career Development
The Organization
The Individual

Accept responsibility for your own career.

Communicate mission, policies, and procedures.

Assess your interests, skills, and values.

Provide training and development opportunities.

Seek out career information and resources.

Provide career information and career programs.

Establish goals and career plans.

Offer a variety of career options.

Utilize development opportunities.

Talk with your manager about your career.

Follow through on realistic career plans.
The Manager
 Provide timely performance feedback.
 Provide developmental assignments and support.
 Participate in career development discussions.
 Support employee development plans.

10. CAREER DEVELOPMENT QUESTIONARE:
Company Name: _________________________________________________________
Business Nature:
Manufacturing
Service
Merchandising
Others _______
•Do you work out on the skills and deficiencies of your Employees?
Yes
No
______________________________________________________________________
•What is your contribution in increasing the professional capabilities of your employees?
Yes
No
_____________________________________________________________________
•Do you have a policy for assisting employees on personal issues that may affect their performance at work?
Yes
No
_____________________________________________________________________
•Do you evaluate field employees on a regular basis?
Yes
No
_____________________________________________________________________
•Do you find it necessary to communicate with the employees issues such as future work prospects, success and failure of the company?
Yes
No
_____________________________________________________________________
•Do you have a pay-for-performance policy that rewards good performing employees?
Yes
No
_____________________________________________________________________
•Does the organization have a new employee orientation program?
Yes
No
_____________________________________________________________________
•Do you encourage your employees to give their opinions or suggestions on how their performance can be improved?
Yes
No
_____________________________________________________________________
•Do you conduct surveys to compare how your compensation policies fair against your competitors’?
Yes
No
__________________________________________________________________

11. 13.
Job promotion Bases:
Seniority
Competency
Other
__________________ ______________________________________________________________
14. Do you have any retirement program in your organization?
Yes
No
_____________________________________________________________________________
15. How would you rate employee motivation in this organization? (1-99%)
___________________________________________________________________________
16. What measures would you take to enhance employee motivation?
________________________________________________________________________________________
________________________________________________________________
17. How would you set up HR strategy?
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
18. How would you measure the performance/competency of staff?
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________

12. How would you define your work?
Individual Career
Is this job according to your taste
Development Questionaire
and abilities?
What career plans and goals do you have?
Do you get any training program
before starting your job?
In order to increase your professional
Capabilities is company arranging training programs?
How would you rate your team working skills?
Excellent
Average
Below average
How would you rate employee motivation in this company?
Above average
average
below average
The working conditions in this organization?
Excellent
Average
Below average
What is your mode of working?
•At my own pace just as I meet targets
•Within set times and deadlines
•In a group
•Other (specify) ____________
What is your ideal working environment?
•Organized, calm and serene
•Work best in chaos
•Interesting
Do you think this job is helping in your career and professional development?
____________________________________________________________________________________________________
____________________________________________________________________________________________________
What is your ideal job?
____________________________________________________________________________________________________
____________________________________________________________________________________________________

13. Career development in SoleX
Information
(Company Mission,Vision,Polices,Procedures)
Orientation
(Functional assignment in each Deptt)
Training sessions
Regularly (PIM,ISO courses)

14. Identify Your Career Stage
Growth stage
Exploration stage
Establishment stage
Trial sub stage
Stabilization sub stage
Midcareer crisis sub stage
Maintenance Stage
Decline Stage

15. Identify Your Occupational Orientation
Realistic orientation
Investigative orientation
Social orientation
Conventional orientation
Enterprising orientation
Artistic orientation

16. Choosing an Occupational Orientation

17. Example of Some Occupations that
May Typify Each Occupational
Theme

18. Identify Your Career Anchors
• Career anchor
A concern or value that a person you will not give up if a
choice has to be made.
• Typical career anchors
Technical/functional competence
Managerial competence
Creativity
Autonomy and independence
Security

19. Case Study
He was a Seed dealer in sabzi Mandi.
He had 3 employees when he started his business in 1995.
Now he is a CEO of a group of companies.
Chairman Pakistan Crop Protection Association.
Sale is above 1500 million per year.
Having 190+ vehicles.
300+ employees.

20. Choosing a Mentor
Choose an appropriate potential mentor.
Employer’s encouragement
Be sure that the mentor understands what
you expect in terms of time and advice.
Have an agenda.
Respect the mentor’s time.

21. The Employer’s Role in Career
Development
Realistic job previews
Challenging first jobs
Career-oriented appraisals
Job rotation
Mentoring
Networking and interactions

22. Employer role in SoleX
 Training need Assessment.
 Training, tours, and different courses offered.
 Provide target oriented and challenging job at all levels.
 Evaluation of employee’s performance on regular bases.
 Management by Objective.
 Reviewing meetings.
 Job rotation.
 Competitive pay packages & incentives.
 Assist employees on personal issues.

23. Managing Promotions
Making promotion decisions
Decision 1: Is Seniority or Competence the Rule?
Decision 2: How Should We Measure Competence?
Decision 3: Is the Process Formal or Informal?
Decision 4: Vertical, Horizontal, or Other?

24. 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 within the firm.
To boost productivity by consolidating positions.

25. Today Career Management and Employee
Commitment
The “New Psychological Contract”
Old contract: “Do your best and be loyal to us,
and we’ll take care of your career.”
New contract: “Do your best for us and be loyal
to us for as long as you’re here, and we’ll
provide you with the developmental
opportunities you’ll need to move on and have
a successful career.”

26. Retirement
The point at which one gives up one’s work, usually between the ages of
60 and 65.
Preretirement practices:
 Explanation of Social Security benefits
 Leisure time counseling
 Financial and investment counseling
 Health counseling
 Psychological counseling
 Counseling for second careers
 Counseling for second careers inside the company

27. Sample
Performance
Review
Development
Plan

29. Finding the Right Job
 Do Your Own Local Research
 Personal Contacts
 Answering Advertisements
 Employment Agencies
 Executive Recruiters
 Career Counselors
 Executive Marketing Consultants
 Employers’ Web Sites

30. Writing Your Résumé
Introductory Information
Job Objective
Job Scope
Your Accomplishments
Length
Personal Data
Make Your Résumé Scannable

31. Handling the Interview
 Prepare, Prepare, Prepare
 Uncover the Interviewer’s Needs
 Relate Yourself to the Person’s Needs
 Think Before Answering
 Make a Good Appearance and Show Enthusiasm