2. CONTENTS
§ Concept of Career Development
§ Career Management
§ Role of H.R in Career Management
§ Learning and Development Interventions
§ Increasing Customers
3. CONTENTS
§ Career Goals
§ Declining Resources
§ Organizational Career Management
§ The Kaleidoscope Career Model
§ Increasing Customers
§Career Path
5. CONCEPT OF CAREER
What is Career ?
Career is a sequence of job and work
related activities over a person’s life time.
Career may be individual centered or
organizational centered.
7. HOW DO PEOPLE CHOOSE CAREER ?
↑Interests
↑Self-image
↑Personality
↑Social backgrounds
8. What is Career Development ?
Career Development is on-going process by
which individual’s progress through series
of changes until they achieve their
personnel level of maximum achievement.
10. OBJECTIVES OF CAREER DEVELOPMENT
To reduce employee attrition
To optimum utilization of resources
To make employees adaptable to changes
To attract effective persons in organization
To practice a balanced promotion from within policy
To maintain harmonious industrial relations
15. MOVING UP THE CAREER LADDER
Career Need Assessment
Career Opportunities
Need-opportunity Alignment
Monitoring Career Moves
16. MOVING UP THE CAREER LADDER
Put the Right Man At the Right Place
Impart Training
Sabbaticals
Developing Career Paths
17. CAREER DEVELOPMENT INITIATIVES
• Provide workbooks and workshops
• Provide career counseling
• Career self-management training
• Give developmental feedback
CAREER DEVELOPMENT INITIATIVES
• Provide workbooks and workshops
• Provide career counseling
• Career self-management training
• Give developmental feedback
HR’s ROLE IN CAREER DEVELOPMENT
18. Gauge
Employee
Potential
The Goal: Match
Individual and
Organization Needs
THE GOAL: MATCHING
• Encourage employee ownership of career
• Create a supportive context
• Communicate direction of company
• Mutual goal setting and planning
THE GOAL: MATCHING
• Encourage employee ownership of career
• Create a supportive context
• Communicate direction of company
• Mutual goal setting and planning
HR’s ROLE IN CAREER DEVELOPMENT
19. Gauge
Employee
Potential
The Goal: Match
Individual and
Organization Needs
GAUGE EMPLOYEE POTENTIAL
• Measure competencies (appraisals)
• Establish talent inventories
• Establish succession plans
• Use assessment centers
GAUGE EMPLOYEE POTENTIAL
• Measure competencies (appraisals)
• Establish talent inventories
• Establish succession plans
• Use assessment centers
HR’s ROLE IN CAREER DEVELOPMENT
20. Gauge
Employee
Potential
The Goal: Match
Individual and
Organization Needs
OPPORTUNITIES & REQUIREMENTS
• Identify future competency needs
• Establish job progressions/career paths
• Balance promotions, transfers, exits, etc
• Establish dual career paths
OPPORTUNITIES & REQUIREMENTS
• Identify future competency needs
• Establish job progressions/career paths
• Balance promotions, transfers, exits, etc
• Establish dual career paths
HR’s ROLE IN CAREER DEVELOPMENT
22. ISSUES IN CAREER DEVELOPMENT
• Career Plateau
– most likely during mid-career
• Dual career paths
– technical / professional vs. managerial
• Skills obsolescence
– continuous learning
• Balancing work and family
23. ISSUES IN CAREER DEVELOPMENT
• Coping with job loss
– provide outplacement services
• Retirement
– meet needs of older worker
– pre-retirement socialization
– early retirement programs