developing the organization means developing someone career, these slides explain about how to develop employees career in the organization (ugik sugiharto, GBS)

1. Managing Career
Presented by Sugiharto, SH. MM

2. Focus On This Chapter
Mahasiswa mampu membandingkan antara
metode tradisional dan perencanaan karir
yang berorientasi kepada SDM
Mampu menjelaskan peran pengembangan
karir baik bagi karyawan maupun
manajernya.
Mampu menjelaskan dasar pertimbangan
dalam melakukan pengambilan keputusan
Mampu menjelaskan metode untuk
peningkatan keberagaman melalui
manajemen karir.
© HRM 03 Created by Sugiharto, SH.MM 2012

3. Managing Career
CAREER DEFINITIONs
The series of work-related positions a
person occupies through life
Career
The occupational positions a person has
had over many years by Gary Dressler
© HRM 03 Created by Sugiharto, SH.MM 2012

4. Managing Career
BASIC CAREER MANAGEMENT
Organization- Focuses on jobs
Merupakan kemajuan logis
Centered bagi karyawan antara
Career pekerjaan dan organisasinya
identifying career paths
Planning
Individual-
Focuses on individuals’ careers
Centered
rather than in organizational
Career needs
Planning
© HRM 03 Created by Sugiharto, SH.MM 2012

5. Managing Career
BASIC CAREER MANAGEMENT
The process for Develop their career skills use these skills
enabling and interests
employees to better Develop their interest
more effectively
understand and
Careers
development
© HRM 03 Created by Sugiharto, SH.MM 2012

6. Managing Career
BASIC CAREER MANAGEMENT
Career Planning Personal skills
The deliberate process Personal interest
through which someone Establish
becomes aware of … Personal knowledge Action Plan
Personal motivation
To Attain
Specific
Goals
© HRM 03 Created by Sugiharto, SH.MM 2012

7. Managing Career
Career TODAY’s
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
HUMAN RESOURCE MANAGEMENT CLASS
© HRM 03 Created by Sugiharto, SH.MM 2012

8. Managing Career
TUGAS INDIVIDU
Buatlah Slide Powerpoint
(max 5 slides)
yang membahas perbedaan
pengelolaan karir di organisasi
bisnis antara Tradisional dan
organisasi yang berfokus kepada
pengembangan karir, waktu 1
minggu dari sekarang, sent to:
ugikhot@hotmail.com
Dengan judul ‘tugas HRM’
© HRM 03 Created by Sugiharto, SH.MM 2012

9. The PERSPECTIVES
Organizational vs. Individual Career Planning
Organizational
Individual perspective
perspective
Identify future organizational Identify personal abilities and
staffing needs interest
Plan career ladders Plan life and work goals
Assess individual potential Assess alternatives paths
and training needs A Person’s inside and outside the
Career organization
To match organizational
Karir seseorang
needs with individual abilities Note # perubahan minat dan
tujuan adalah merupakan tahap
Audit and develop a career perubahan karir dan
system for the organization kehidupannya
© HRM 03 Created by Sugiharto, SH.MM 2012

10. Career Management
For Individuals
Career
Feedback on Reality
management
© HRM 03 Created by Sugiharto, SH.MM 2012

11. How People Choose Career
Interest
Social
Career Choice Self – image
background
Personality
© HRM 03 Created by Sugiharto, SH.MM 2012

12. Roles in Career Development
Posisi yang Mempengaruhi Pengembangan Karir
The Individual
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
© HRM 03 Created by Sugiharto, SH.MM 2012

13. The Manager
Provide timely performance
feedback
Provide developmental
assignments and support
Participate in career
development discussions
Support employee development
plans
Roles in Career Development
Posisi yang Mempengaruhi Pengembangan Karir
© HRM 03 Created by Sugiharto, SH.MM 2012

14. The Organization
Communicate mission, policies, and
procedures
Provide training and development
opportunities
Provide career information and career
programs
Offer a variety of career options
Roles in Career Development
Posisi yang Mempengaruhi Pengembangan Karir
© HRM 03 Created by Sugiharto, SH.MM 2012

15. The Employer’s Roles in Career Development
Peran Atasan dalam Pengembangan Karir
Realistic job previews
Challenging first jobs
Career-oriented appraisals
Job rotation
Mentoring
Networking
Interaction
© HRM 03 Created by Sugiharto, SH.MM 2012

16. GENERAL CAREERsecara Umum
Periode Perkembangan Karir
PERIODS
Early Careers External rewards,
Concerns
acquiring abilities
20 years age of Group
Identifying interest,
Needs
exploring several
jobs
© HRM 03 Created by Sugiharto, SH.MM 2012

17. GENERAL CAREERsecara Umum
Periode Perkembangan Karir
PERIODS
Mid – Careers Values, contribution,
Concerns
integrity, well being
30 - 40 years age of
Group Advancing in career,
lifestyle may limit
Needs options, growth,
contribution
© HRM 03 Created by Sugiharto, SH.MM 2012

18. GENERAL CAREERsecara Umum
Periode Perkembangan Karir
PERIODS
Late – Careers Mentoring,
Concerns
disengaging,
50 years age of Group organization
Updating skills, settled continuance
Needs in, leader, opinion
valued
© HRM 03 Created by Sugiharto, SH.MM 2012

19. GENERAL CAREERsecara Umum
Periode Perkembangan Karir
PERIODS
Careers end Retirement,
Concerns
part – time
60 - 70 years age of employment
Group
Planning for retirement,
Needs examining non-work
interest
© HRM 03 Created by Sugiharto, SH.MM 2012

20. PORTABLE CAREER PATHS
GAMBARAN RINGKAS PERJALANAN KARIR
Beginning
Spend Expanding
several Begin
Changing
years at networking Mid - career
large Change
to develop industries, Toward End of
company to broader Refresh
learn skills or go to
skills; go Career
skills and work for
and build make back to Move to
network smaller
contacts; school; gain appealing
companies;
establish experience in projects as a
start a
good non-profit temporary
company
reputation organization employee
© HRM 03 Created by Sugiharto, SH.MM 2012

21. PORTABLE CAREER PATHS
GAMBARAN RINGKAS PERJALANAN KARIR
Division Manager
District manager
Unit manager
Assistant Manager
Management trainee
Entry Level
© HRM 03 Created by Sugiharto, SH.MM 2012

22. THE Perspectives
© HRM 03 Created by Sugiharto, SH.MM 2012

23. A collection of
instruments and
exercises
designed to
diagnose
Development individuals’
development
Efforts to improve needs
employees’ ability to
handle a variety of a
variety of Assessment
Developing needs Analysis Centers
assignments
Intent is to
identify
management
potential in
participants
© HRM 03 Created by Sugiharto, SH.MM 2012

24. Understand Learn specific
information behaviors and
concepts and actions;
Focus context; develop demonstrate
judgment; expand techniques and
capacities for process
assignments
Time Frame Longer term Short term
Qualified people Performance
available when appraisals, cost
needed; possible benefit analysis,
Effectiveness measures promotion from passing test or
within; HR-based certification
competitive
advantage
Source: © 2002 Southwestern College Publishing. © HRM 03 Created by Sugiharto, SH.MM 2012

25. Formulate HR plans
Identify necessary capabilities
Carry out succession Planning
Assess development needs
Conduct development planning:
organizational & individual
Determine development
approaches: Job site & Off site
Evaluate Development Success
Source © 2002 Southwestern College Publishing.

26. CREATE Or BUY
Developing
Re-Development HR Development Specific
Capabilities
Lifelong Learning
SOURCE © 2002 Southwestern College Publishing.

27. 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?
Source © 2005 Prentice Hall Inc. © HRM 03 Created by Sugiharto, SH.MM 2012

28. Employers’ reasons for
transferring employees
Employees’ reasons for To vacate a position
desiring transfers where an employee is
no longer needed
Personal enrichment
and growth To fill a position where
an employee is
More interesting jobs
needed.
Greater convenience
(better hours, location) To find a better fit for
an employee within the
Greater advancement firm.
possibilities
To boost productivity by
consolidating positions
Source © 2005 Prentice Hall Inc. © HRM 03 Created by Sugiharto, SH.MM 2012

29. Having few people of color
Peningkatan Keberagaman melalui employed in the hiring
Pengelolaan Karir department
Sources of bias and discrimination The informal friendships
in promotion decisions
A lack of women mentors
A lack of high-visibility
assignments and
developmental experiences
A lack of company role models
for members of the same racial
or ethnic group
Inflexible organizations and
career tracks
Source © 2005 Prentice Hall Inc. © HRM 03 Created by Sugiharto, SH.MM 2012

30. Eliminate institutional barriers
Improve networking and
mentoring
Improve of high-visibility
assignments and
developmental experiences
Institute flexible schedules and
career tracks
Source © 2005 Prentice Hall Inc. © HRM 03 Created by Sugiharto, SH.MM 2012

31. Do your best and
be loyal to us, and
we’ll take care of
your career
THE Old 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 THE NEW Contract
developmental opportunities
you’ll need to move on and
have a successful career
© HRM 03 Created by Sugiharto, SH.MM 2012

32. CAREER DEVELOPMENT
PROGRAMS
Career workshops that use
vocational guidance tools
(including a computerized
skills assessment program and
other career gap analysis
Commitment- tools) to help employees
oriented career identify career-related skills
development and the development needs
they possess
efforts
CAREER ORIENTED
APPRAISAL
Provide the ideal occasion to
link the employee’s
performance, career interests,
and developmental needs into
a coherent career plan.
© HRM 03 Created by Sugiharto, SH.MM 2012

33. The point at which one gives up one’s work,
usually between the ages of 60 and 65
Pre-retirement practices
Explanation of Social Security benefits
LEISURE time counseling
Financial Investment counseling
Health Counseling
Psychological Counseling
Second careers counseling
© HRM 03 Created by Sugiharto, SH.MM 2012

34. THANK YOU
For LISTENING
HRM DAY V
Presented by
Sugiharto, SH. MM
Re-programmed
Presentation created by
ugik013 Presentation Pro
Images provided by
Corbis
Personal collections
Fotosearch.com
Closing theme performed by
The Coors
E-mail: ugik013@yahoo.com
sugiharto@gicibusinessschool.ac.id
STIE GICI Business School
© 2012 © HRM 03 Created by Sugiharto, SH.MM 2012