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Career Development

Career Development. The importance of careers Career anchors Career planning Career stages. The Importance of Careers. For organizations: Helps align staffing with strategy For employees: A source of identification and a factor in quality of life. Career Anchors. Technical anchor

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Career Development

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  1. Career Development • The importance of careers • Career anchors • Career planning • Career stages

  2. The Importance of Careers • For organizations: Helps align staffing with strategy • For employees: A source of identification and a factor in quality of life

  3. Career Anchors • Technical anchor • Managerial anchor • Security & stability anchor • Autonomy anchor • Entrepreneurial anchor

  4. Career Planning • Employee responsibility: • Self-assessment, • Identify and analyze career options; • Decide and develop career objectives and needs; • Communicate career preferences to your manager; • Map out a plan with your manager.

  5. Career Planning • Management responsibilities: • Encourage career planning process, • Assess realism of employee’s plans, • Provide information to employee about career planning resources, and career development opportunities such as job openings, training programs, and rotation assignments.

  6. Changing Nature of Careers • The employment contract: Employees as free agents • Career competencies • Self-management • New career paths: More webbed than straight • Early & delayed retirement

  7. Importance of Career Planning to Organizations • Effective utilization of human resources • Align staffing requirements to strategy • Develop promotable employees • Affirmative action and EEO • Assists in meeting goals • Assists in diversity management

  8. Career Stages • Exploration stage • Establishment stage • Maintenance stage • Late career stage

  9. Exploration Stage • Task Needs: • Experiencing varied job tasks • Self assessment • Job choice • Social-emotional needs • Occupational self-image • Settling down

  10. Establishment Stage • Task needs • Learn the ropes • Get challenging jobs • Increase competence • Be innovative • Emotional needs • Deal with competition, failure, conflicts • Develop autonomy

  11. Maintenance Stage • Task needs • Technical updating • Coaching skills • Continue to rotate into new areas • Develop broad view of career • Social-emotional needs • Express midlife feelings • Rethink work, family

  12. Late Career Stage • Task needs • Remain productive • Plan for retirement • Shift role from power to guidance • Identify successors • Develop outside interests • Social emotional needs • Re-envision work • Develop outside identity

  13. Summing up Career anchors Changing nature of careers Strategic importance of career planning Stages or career progression Looking ahead Strategies for employees to self-manage careers Variations in career planning for men and women Career planning and human resource planning Backwards & Forwards

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