Career Management and Development

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Career Management and Development

• Chapter 12

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Questions for Discussion

• 1. When you think about the term career, what
  comes to your mind?

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Questions for Discussion 2

• 2. What is meant by the idea of a new
  employment relationship?

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Questions for Discussion 3

• 3. Does it make sense to speak of careers and
  career planning in todays business environment?

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Questions for Discussion 4

• 4. What are the typical issues employees face as
  they progress through their careers?

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Questions for Discussion 5

• 5. What types of career development activities
  are actually used?

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HRD 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

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The 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

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Results of New Relationship

• Individuals responsible for their own development
• Must demonstrate value added to company
• Must understand nature and nuances of business

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Employers Should

• Provide opportunities for development
• Allow for employee participation in
• Decision making
• Career management
• Performance-based compensation

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What 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

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Career Defined

• The pattern of work-related experiences that
  span the course of a persons life.
• Includes objective and subjective views of work

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Relationship of Career to Nonwork Activities

• Must consider all of persons skills, abilities,
  and interests
• Also must look at family and societal influences

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Career 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.

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Career Planning

• A deliberate process of
• Becoming aware of
• Self
• Opportunities
• Constraints
• Choices
• Consequences
• Identifying career-related goals
• Working to attain career goals

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Career Management

• Process of preparing, implementing and
  monitoring career plans undertaken by the
  individual alone or in concert with the
  organizations career systems.

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Spectrum of Career Development Activities
By Permission Hall (1986)
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Stages of Life and Career Development

• Stage views of adult development
• Erik Erickson
• Daniel Levinson

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Eriksons 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

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Levinsons Eras or Seasons of Life (Figure 12-2)
By Permission Levinson, et al (1978)
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Stage 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)

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Other 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

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A Model of Career Management
By Permission Greenhaus, et al (2000)
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Summary 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

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Organizationally 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)

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Roles in Career Management

• Who is responsible for career development?
• Individual
• Manager
• HRD professional/career counselor
• For all, it is a cyclical and continuing process

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The Individuals Role

• Knowing What
• Knowing Why
• Knowing Where
• Knowing Whom
• Knowing When
• Knowing How

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Managers Responsibilities

• Coaching
• Appraising
• Advising
• Referring

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HRD 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

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Career 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

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Career Development Practices and Activities 2

• Internal labor market information
• Job posting
• Career paths
• Skills inventory

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Organization 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

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Career Development Practices and Activities 3

• Developmental programs
• Job rotation
• Mentoring
• Assessment centers (used for both evaluating
  potential and developing employees)

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Current 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

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Current 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

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Current 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

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Current 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)

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Current 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).

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Effective 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

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How 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.

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How 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.

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How 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.

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Summary

• 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