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CAREER

MANAGEMENT

SUBMITTED BY:-

NAME COLLEGE, name


Rajesh Kumar CABM-Pantnagar,
GBPUA&T

01/03/10 continued....... 1
INTRODUCTION
Career Management
vGeneral introduction , CM meaning .
vWhy CM is important .
vC . M module .
vC . M cycle .
Step 1 ( a ): Determine Where You Want
To Go .
• Step 1 ( b ): Understand Your Work type .
• Step 2 : Identify Your Strengths and
Development Areas
• Through 360 Degree
Feedback .
• Step 3 : Make a Career Development
Plan .
• Step 4 : getting closer to your goal .
vC . M model , process , its component .
vCompany ’ s role , HR manager , employee role
in CM .
vConclusion .
01/03/10 continued....... 2
If you don’t know where you’re
going, you might end up somewhere
else!

“ The pessimist complains about the wind, the optimist expects


it to change, the realist adjusts the sails”
01/03/10 continued.......
---- William Arthur
3
CAREER MANAGEMENT
Ø Career is a term defined by the
Oxford English Dictionary as an individual's
4 "course or progress through life (or a distinct
portion of life)".

Ø Career management refers to


efforts made by the individual or
the organization to manage
one’s career. This consists of
identifying one’s interests,
learning about various job
opportunities, identifying career goals, and
creating plans
to achieve those goals.
Ø continued....... 01/03/10
Why Is Career Management
Important?
 From the company’s perspective,
perspective the failure
to motivate employees to plan their careers
can result in:
A shortage of employees to fill

open positions
 Lower employee commitment
 Inappropriate use of monies

allocated for training and
• development programs

continued....... 01/03/10 5
Why Is Career Management
Important?
(continued)
From the employees’ perspective,
perspective lack
of career management can result in:
 Frustration
 Feelings of not being valued by

the company
 Being unable to find suitable

employment should a job change be

necessary due to mergers, acquisitions,
restructuring, or downsizing.

continued....... 01/03/10 6
Career Management Module

Self-Assessment
Solid Performance in
Current Job
Research

Decision Making

Goal-Setting

Continuous
Learning
01/03/10 continued.......
And 7
Evaluation
Career Management CYCLE
• Step 1(a): Determine Where You
Want To Go
• (b): Understand Your
Work type
• Step 2: Identify Your Strengths
and Development Areas
Through 360 Degree Feedback
• Step 3: Make a Career
Development Plan
• Step 4:getting closer to your
goal
01/03/10 continued....... 8
What Is A Career?
Traditional Career
Sequence of positions held within an
occupation
Context of mobility is within an organization
Characteristic of the employee
Protean Career
Frequently changing based on changes in the
person and changes in the work environment
Employees take major responsibility for
managing their careers

College Of Agri Business Management


Comparison of Traditional Career
and Protean Career:
Dimension Traditional Career Protean Career
Goal Promotions Psychological success
Salary increase

Psychological Security for Employability for


contract commitment flexibility
Mobility Vertical Lateral

Responsibility for Company Employee


Management
Pattern Linear and expert Spiral and transitory

Expertise Know how Learn how

Development Heavy reliance on Greater reliance on


formal training relationships and job
experiences
10
A Model of Career
Development
Career development is the process by
which employees progress through a
series of stages.
Each stage is characterized by a different
set of developmental tasks, activities, and
relationships.
There are four career stages:
Exploration
Establishment
Maintenance
Disengagement
College Of Agri Business Management
A Model of Career
Development (continued…..)
Exploration Establishment Maintenance Disengagement
Development Identify Advancement , Hold on to Retirement
al tasks interests , growth , accomplishmen planning ,
skills , fit security , ts , update change
between self develop life skills balance
and work style between work
and non - work
Activities Helping Making Training Phasing out
Learning independent Sponsoring of work
Following contributions Policy making
directions
Relationshi Apprentice Colleague Mentor Sponsor
ps to other
employees

Typical age Less than 30 30 – 45 45 – 60 61 +

Years on Less than 2 2 – 10 years More than 10 More than 10


job years years years

12
The career management
process:

 Action
Action
Self
Self-- Goal
Assessment
Reality
Reality Check
Check Goal Setting
Setting Planning
Planning

Assessment

College Of Agri Business Management


Components of the Career
Management Process:
• Self-Assessment
– Use of information by employees to
determine their career interests,
values, aptitudes, and behavioral
tendencies.
– Often involves psychological tests.
• Reality Check
– Information employees receive about
how the company evaluates their skills
and knowledge and where they fit into
company plans.
College Of Agri Business Management
Shared Responsibility:
Roles in Career Management

Employees

Manager
Company

• HR
Manager

College Of Agri Business Management


Employees’ Role in Career
Management
• Take the initiative to ask for feedback
from managers and peers
regarding their skill strengths and
weaknesses.
• Identify their stage of career
development and development
needs.
• Seek challenges by gaining exposure
to learning opportunities.
• Interact with employees from
different work groups inside and
outside the company.
College Of Agri Business Management
HR Manager’s Role in Career
Management
• Provide information or advice about
training and development
opportunities.
• Provide specialized services such as
testing to determine employees’
values, interests, and skills.
• Help prepare employees for job
searches.
• Offer counseling on career-related
problems College Of Agri Business Management
Company’s Role in Career
Management
• Companies are responsible for providing
employees with the resources needed to
be successful in career planning:
– Career workshops
– Information on career and job
opportunities
– Career planning workbooks
– Career counseling
– Career paths

Importance of Career
Management
Effects on career motivation

• Career resilience
• Career insight
• Career identity

College Of Agri Business Management


THE FINAL WORD


•The future belongs to the employee-empowering
organizations :
• - using new Technology-based HRM tools to give
• their staff more autonomy and confidence,
• - in the framework of a strategy clearly understood
• and shared both by the staff and the Managers

• A fast growing win-win approach:
• To-morrow’s employees should not be considered
• only as corporate assets, but as “free” agents who
invest their
• human capital (abilities, energy, behavior and
time) in College Of Agri Business Management
You can do it!
• Be the best you can be by managing your
career!

01/03/10 T H A N K - Y O U A Ncontinued.......
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