CAREER DEVELOPMENT

Career is a sequence of peditime held by a person during the career of his working life.

Career Stage: Dev. Of career of an ind. Undergoes a no. of staged Fell staged in career dev. 1) 3) 5) Stage I Exp represents the pre-employment stage. The exp. Period ends for most end in their mid-20 as they make the transition from college to work. Stage 2 Establishment This stage covers about 10 yrs from the age 25 onwards. Under this stage an ind. Tries to get settled on a job in some org. During this stage a person tries to establish a place in the society and also work for career advancement. Stage 3 Mid career Between 35-45, The ind. Is no longer viewed as learner. May be faced walk mid life. One is either still advancing, has stabilized or with the period of decline. Preblemative & Stressful stage Exploration Mid career Doctrine 2) Establishment 4) Late Career

Stage 4 This career stage continue for about 20 years from mid 40s For these who continue to grow after the mid career stage, the late career usually is a pleasant exp. Stage 5 At this stage ind. Is forced to step out of the time right and give up a major component of the identity. Career Planning From ind. Point of view CP is the process by which one fixed career goal and lays down the path to these goals. CP is a mgt. technique for mapping and the entire career of young employer. CP provides an answer to an employees question or to where he will be in the org. after 5 yrs or 10 yrs or what are the prospects of advancing or growing in the org or developing the scope for his career. Main Characteristic of CP 1. 2. It is a proceed of developing human resources. It is not an end in itself but a means of managing people to obtain optimum results. 3. 4. It is a continuous process. Integ. Of ind. & org. needs.

Career Paths for Various type of jobs 1. 2. 3. 4. Un worker Semi Sk Sk Highsk Jr. Clerk sr. Clerk Asst Section Under Sup A.M DM Mgr-CM Lec AP-Ast Prof Head/

- Prof. V.Chancellor VC The Proceed of career Planning 1. Preparation of HR Inventory - Type of existing emp their status, qualify, age, aptitude ability to shoulder added exp. 2. Identifying ed Career needs rendering this some big org. formal advanced centre where shall group of employees are subjected to psychologe testing, simulation exercises and 3. 4. 5. 6. Analyzing career opp. Matching of employeed needs with career opportunities (alignment) Formulation and Implementation of Training & Dev. Prog. Review of Career plan.

Benefits of Career Planning 1. 2. 3. Helps the ind. Have the knowledge of various career opp. Helps the org. identify talented emp who can be promoted. Improves emp. Perf.

Problems 1. 2. 3. Not suitable for small org. Change in Env. Factors Influence of the technological or factors.

Career Development CD is independable for implementing career plans. It consider of activities undertaken by

the end emp and the org to meet career expirations/job req. CD involves fall steps 1. Challenging Initial Jobs - Generally employees who receive challenging job assignments early in their career do better on later jobs. 2. 3. Documentation of career option Inf. Job Postings Provided a channel by which org. lets employeed know what jobs are available. 4. 5. 6. Assessment Centres Continuing Education & Training Career Dev. Workshops These work shops include suf diagnostic activities for employees diagnosed of the org. 7. 8. Periodic Job changes. Sabbatuate Cleave granted as interval.