Title: Career Management and Development
1Career Management and Development
2Questions for Discussion
- 1. When you think about the term career, what
comes to your mind?
3Questions for Discussion 2
- 2. What is meant by the idea of a new
employment relationship?
4Questions for Discussion 3
- 3. Does it make sense to speak of careers and
career planning in todays business environment?
5Questions for Discussion 4
- 4. What are the typical issues employees face as
they progress through their careers?
6Questions for Discussion 5
- 5. What types of career development activities
are actually used?
7HRD and Career Development
- Understanding employee careers
- Influencing those careers
- Changing KSAOs to reflect changes in environment
- Assist employees in preparing for new work and
enhance their employability
8The New Employment Relationship
- OLD
- If competent and reliable, job for life
- Entitlement mentality
- Paternalistic companies
- Loyalty expected up and down
- NEW
- No promise of
- Survivability
- Nonacquisition
- Room for promotion
- Job until retirement
- Money for your pension
- Undying loyalty up or down
9Results of New Relationship
- Individuals responsible for their own development
- Must demonstrate value added to company
- Must understand nature and nuances of business
10Employers Should
- Provide opportunities for development
- Allow for employee participation in
- Decision making
- Career management
- Performance-based compensation
11What is a Career?
- The property of an organization or occupation
- Progression and increasing success
- Status of a profession
- Involvement in ones work
- Stability of persons work pattern
12Career Defined
- The pattern of work-related experiences that
span the course of a persons life. - Includes objective and subjective views of work
13Relationship of Career to Nonwork Activities
- Must consider all of persons skills, abilities,
and interests - Also must look at family and societal influences
14Career Development
- An ongoing process by which individuals progress
through a series of stages, each of which can be
characterized by relatively unique set of issues,
themes and tasks.
15Career Planning
- A deliberate process of
- Becoming aware of
- Self
- Opportunities
- Constraints
- Choices
- Consequences
- Identifying career-related goals
- Working to attain career goals
16Career Management
- Process of preparing, implementing and
monitoring career plans undertaken by the
individual alone or in concert with the
organizations career systems.
17Spectrum of Career Development Activities
By Permission Hall (1986)
18Stages of Life and Career Development
- Stage views of adult development
- Erik Erickson
- Daniel Levinson
19Eriksons Stages of Life
- Basic trust vs. mistrust
- Autonomy vs. shame and doubt
- Initiative vs. guilt
- Industry vs. inferiority
- Identity vs. role confusion
- Intimacy vs. isolation
- Generativity vs. stagnation
- Ego integrity vs. despair
20Levinsons Eras or Seasons of Life (Figure 12-2)
By Permission Levinson, et al (1978)
21Stage Views of Career Development
- Traditional model of career development
- Five stages in Greenhaus et al. model
- Preparation for Work (025)
- Organizational Entry (1825)
- Early Career (2540)
- Midcareer (4055)
- Late Career (55retirement)
22Other Views of Career Development
- Protean career individuals must reinvent their
careers over time (Hall Mirvis) - Multiple career concept model
- Linear steady movement up the hierarchy
- Expert devotion to expertise within an
occupation - Spiral periodic moves across related
occupations - Transitory frequent moves across different jobs
or fields
23A Model of Career Management
By Permission Greenhaus, et al (2000)
24Summary of Career Management Activities
- Career exploration
- Awareness of self and environment
- Goal setting
- Strategy development
- Strategy implementation
- Progress toward goal
- Feedback from work and nonwork sources
- Career appraisal
25Organizationally Oriented Career Management Models
- Pluralistic approach (Brousseau et al.)
aligning individual and organizational interests. - Systems view (Nicholson)
- People system
- Job market system
- Management and information system
- Team-based career development (Cianni Wnuck)
26Roles in Career Management
- Who is responsible for career development?
- Individual
- Manager
- HRD professional/career counselor
- For all, it is a cyclical and continuing process
27The Individuals Role
- Knowing What
- Knowing Why
- Knowing Where
- Knowing Whom
- Knowing When
- Knowing How
28Managers Responsibilities
- Coaching
- Appraising
- Advising
- Referring
29HRD Professionals Responsibility
- Includes career development professional
- Recognize individual's career ownership
- Be a broker for career development (CD)
- Develop expertise in CD and assessment
technologies - Create support and info for individual efforts
- Promote work planning over career planning
- Promote learning through work
- Be interventionist
- Promote mobility and lifelong learner
- Use existing resources
30Career Development Practices and Activities
- Self-assessment activities
- Self-Directed Search (Holland)
- What Color is Your Parachute? (Bolles)
- Other workbooks and workshops
- Individual counseling
- Career planning and advancement
- Outplacement
- Preretirement counseling
31Career Development Practices and Activities 2
- Internal labor market information
- Job posting
- Career paths
- Skills inventory
32Organization Potential Assessment
- Assessing individuals to ensure they are
available and qualified to fill key positions
when they become vacant - Assesses promotability of employees
- Managerial
- Professional
- Technical
- Assessments of organizational potential
- Potential ratings
- Assessment centers
- Succession planning
33Career Development Practices and Activities 3
- Developmental programs
- Job rotation
- Mentoring
- Assessment centers (used for both evaluating
potential and developing employees)
34Current Issues in Career Development 1
- Developing career motivation (M. London)
- Career resilience the ability to resist career
barriers or disruptions - Career insight realistic perceptions about
ones career goals - Career identity the extent to which people
define themselves by their work
35Current Issues in Career Development 2
- Career plateaus
- The likelihood of future advancement or promotion
is very low - Important to look at the individuals perceptions
of being plateaued i.e., how they feel about
their situation (G. Chao) - Can one be successfully plateaued?
- Look at Table 12-8
36Current Issues in Career Development 3
- Career development for nonexempt employees
- If we are serious about our definition of a
career, then career development should not focus
primarily on salaried employees. - Not much research on career issues for
blue-collar and other nonexempt-level employees - Examples Corning and Lockheed Marine
37Current Issues in Career Development 4
- Enrichment Career development without
advancement - Build additional expertise into an employees
current area of work e.g., - Retraining
- Certification programs
- Mastery paths
- Job transfer or rotation (without a promotion)
38Current Issues in Career Development 5
- Work/Life Balance Issues conflicts that arise
between work and nonwork issues e.g.,
work-family conflict - Good news Organizations are paying more
attention to issues of work/life balance. - Concern The costs of success, e.g., career
success/personal failure. Many successful people
feel highly alienated from their own values, and
from their families because of the demands of
their careers (Korman Korman, 1981).
39Effective Career Development Systems
- Need a systems approach to career development
(Gutteridge et al., 1993) - Identify needs for career development
- Build a vision for change
- Develop a plan for action
- Implement for impact and longevity
- Evaluate and maintain results
40How to Improve Career Development Efforts 1
- Integrate career planning with the organizations
strategic planning efforts. - Strengthen the linkages between career
development and other HR systems. - Increase the openness of career development
systems (i.e., less secretive). - Enhance the role of managers in career
development. - Expand team-based development efforts.
41How to Improve Career Development Efforts 2
- Increase the use of on-the-job development
efforts (rather than one shot training). - Encourage job enrichment and lateral job
movement. - Identify and develop transferable job
competencies. - Include personal values and lifestyle assessments
within career development activities.
42How to Improve Career Development Efforts 3
- Implement a wide variety of approaches to
accommodate different learning styles. - Link career development to the organizations
quality (TQM) initiatives. - Expand the measurement and evaluation of career
development activities. - Continue to study best practices in career
management and development in a global context.
43Summary
- The best career development is likely to be
done... - In the context of a systems approach
- As a joint effort between
- You
- Your manager
- HRD/Career professional
- You need to be proactive in managing your own
career