Transcript Career Planning and Development

Career Development
Jayendra Rimal
Introduction
If organizations assist employees in better preparing
them for new responsibilities by enhancing the
employability, organizations can be better prepared to
meet its human resource needs through career planning
and career management
A new type of relationship is evolving from a more
paternalistic to an exchange relationship for mutual
benefit of both parties. But employees are expected to
assume responsibility for own learning by exhibiting
demonstrable value to the organization and understand
the nature of business. Employers are expected to provide
opportunities for skill development, training, education,
employee’s involvement in decision making, assistance with
career and performance based compensation etc.
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Defining Career Concepts
Career: The pattern of work related experiences
that spans the course of one’s life.
Career has objective events, like jobs and subjective
views of work like attitudes, values, expectations.
Careers develop over time, have multiple work
related paths and experiences. Individuals,
organizations and the environment are critical to the
development of a career
Focus is taken away from the stereotypical idea of
the career as a stable, long-term, predictable,
organization driven sequence of vertical movements.
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Career Development
Research has shown that careers develop in a
predictable and common sequence of events where
people face issues and pressures which they attempt
to resolve.
Career Development is “an ongoing process by which
individuals progress through a series of stages, each
of which is characterized by a relatively unique set
of issues, themes and tasks”. Both individuals and
organizations have interests in an employee’s career and
both may take actions to influence it. Two activities
of career development:
1. Career Planning
2. Career Management
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Career development, contd…
o Career Planning is a deliberate process of:
– Becoming aware of self, opportunities, constraints,
choices and consequences
– Identifying career related goals
– Programming work, education and related
developmental experiences to provided the direction,
timing and sequence of steps to attain a specific
career goal
o Career Management is defined as “an ongoing process
of preparing, implementing, and monitoring career plans
usually in concert with the organization’s career system
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Model of Career Development –Traditional View
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Preparation for work (Age 0 to 25):
Developing occupational self image; assess alternate occupations;
develop initial occupational choice; pursue necessary education
Organizational Entry (Age 18 to 25)
Obtain job offer(s) from desired organisation(s); select
appropriate job based on accurate information
The Early Career (Age 25 to 40)
Learn job; learn organizational rules and norms; fit into chosen
occupation and organization; increase competence; pursue the
dream
Midcareer (Age 40 to 55)
Reappraise early career and early adulthood; reaffirm or modify
the dream, make choices appropriate to middle adult years;
remain productive in work
Late Career (Age 55 to retirement)
Remain productive in work; maintain self-esteem; prepare for
effective retirement
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Model of Career Development – Contemporary View
Some of the apparent challenges are changing
demographics, competing in a global economy, eliminating
the skills gap’ the need for lifelong learning and the advent
of the learning organization. Individuals and organizations
must be flexible and adaptable to succeed in this uncertain
and changing environment. Hence new concepts of (and
maybe more relevant) career development are being
accepted:
– Protean Career: Individuals reinvent and drive their careers
(proactive) over time as needed. Each person’s career is unique
and they are on a search for meaning and self fulfillment.
Exploration-trial-mastery-exit that are “succession of ministages”
– Multiple Career Concept Model: Notion of differing career
patterns. Linear; Expert; Spiral and Transitory
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The Process of Career Management Development
Individually Oriented Career Development Model
This states that effective career development begins as
the individual responds to the need to make a career
decision. Career development occurs in a series of steps
though the order of progression through these steps may
vary. It is a cyclic and ongoing process.
1. Career exploration: gathering information about
oneself and the environment.
2. Awareness of self and environment: Deeper self
awareness and understanding of opportunities and
constraints in the environment leading to revision of
career goals or strategy development.
3. Goal setting: Goals may be specific or general. If
goals are based on awareness of self and the
environment, it is likely to be realistic.
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The Process of Career Development, contd…
4. Strategy development: An action plan with a timetable
for performing strategies and achieving goals. Some
strategies are competencies in present job, increased
involvement in work, developing skills, developing
opportunities, cultivating mentor relationships, image
building and engaging in organizational politics.
5. Strategy implementation: Carrying out the strategy the
individual has developed can lead to progress towards
the goal and feedback from work and non work sources.
6. Progress towards goal: Extent to which an individual is
nearing the career goal
7. Feedback from work and non work sources: Valuable
information about progress career goals
8. Career appraisal: Feedback and information on progress
towards the career goal allows individual to appraise
own career. This can lead to career exploration leading
to another cycle of activities
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The Process of Career Development, contd…
Organizationally Oriented Career Development Models
It is also true that careers should also be more
organization focused and should guide the career
management system. Some models:
– Pluralistic approach: A career culture is defined by the
organization’s structure, the performance that it
values, and the reward that it offers. It aligns the
organization and the individual.
– A system’s view: This states that there are 3 stages:
• The people system
• The job market system
• The management and information system
– Team based career development: Team members serve
as models; teams reward behavior; teams determine
training opportunities; people move laterally with the
team; team evaluates individual and vice versa.
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Roles in Career Development
• The Individuals Role:
– Knowing what: understanding industry’s O/T and requirements
– Knowing why: Understanding the meaning, motives and interests
– Knowing where: Understanding boundaries for entering, training
and advancing within a career
– Knowing whom: Forming relationships that will gain access to
opportunities and resources
– Knowing when: Understanding the timing and choices
– Knowing how: Understanding and acquiring the skills needed
• The Manager’s Responsibility:
– Coach: Listens, clarifies, probes and defines career concerns
– Appraiser: Gives feedback, clarifies performance standards and
job responsibilities
– Advisor: Generates options, helps set goals, makes
recommendations and gives advice
– Referral agent: Consults with the employees on action plans and
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links employees to other people and resources
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Issues in Career Development
• Developing career motivation: Deals with how people choose
their careers, how they view careers, how hard they work in
them and how long they stay in them. A person with high
career motivation will pursue career goals against setbacks
(career resilience), formulate and pursue realistic career
goals (career insight) and be highly involved in pursuing
career goals ( career identity)
• Career plateau: The point in any career where the prospects
of additional hierarchical promotion is very low. Traumatic
experience accompanied by feeling of stress, frustration,
failure and guilt. It can also be a time of change, transition,
reevaluation and reflection
• Enrichment: career development without advancement: The
need to develop career development programs without offer
of upward movement or promise of job security.
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THANK YOU !!!
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