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Introduction To Career Development

Introduction To Career Development. Produced by Dr. James J. Kirk Professor of HRD. What You Will Learn. What is career development/management Benefits of CD/CM programs Potential drawback of CD/CM programs Need for a system approach Examples of CD/CM interventions

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Introduction To Career Development

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  1. Introduction To Career Development Produced by Dr. James J. Kirk Professor of HRD

  2. What You Will Learn • What is career development/management • Benefits of CD/CM programs • Potential drawback of CD/CM programs • Need for a system approach • Examples of CD/CM interventions • Related CD/CM outputs & competencies

  3. CAREER DEVELOPMENT Individual Career Aspirations Human Resource Needs

  4. Career Development Systems Career development helps employees identify and understand their interests & strengths, plan and implement career goals, and development themselves over time.

  5. CD Concern 1. More concern for protean (self-directed) careers 2. Midcareer coming earlier 3. More questioning, rejection of job moves (including promotions) 4. More honest self-assessment 5. More plateauing by choice

  6. CD Concerns 6. More two-career planning; more family inputs to career decisions 7. Desire for more mutual career planning with company 8. Need for more information on company career opportunities 9. Desire for more company assistance in implementing career plans (link to corporate career management system)

  7. Four Employee RelatedCareer Development Questions ?

  8. Four Employee RelatedCareer Development Questions Who am I?

  9. Four Employee RelatedCareer Development Questions How am I seen?

  10. Four Employee RelatedCareer Development Questions What are my career alternatives and goals?

  11. Four Employee RelatedCareer Development Questions How can I achieve my goals?

  12. Career Management Systems Career management systems help organizations to have the right people in the right places with the right mix of skills at the right times (I.e., more effectively meet their human resource needs).

  13. Current CM Concerns 1. Strategic human resource planning 2. Succession planning 3. Assessment/Development of management potential 4. Training managers in career coaching/counseling skills 5. Alternative career paths (nontraditional)

  14. Current CM Concerns 6. New human resource movement systems 7. Legitimization of exit, downward movement 8. Concerns about baby boom cohort 9. Linking of career management systems to career-planning systems

  15. Four Organization RelatedCareer Management Questions ?

  16. Four Organization RelatedCareer Management Questions How can we attract the best employees?

  17. For Employee RelatedCD Questions What is the best way to motivate workers?

  18. Four Organization RelatedCareer Management Questions How can we develop our workers?

  19. For Employee RelatedCD Questions How can we retain our best workers?

  20. Organization Support For Career Development • Builds Career Resilience • Provides Career Insight • Gives Career Identity

  21. Employee Need Belief in oneself Need for achievement Willingness to take risks Organization Support Positive reinforcement for jobs well done Opportunities for achievement Rewards for innovation without undue punishment for failure Career Resilience

  22. Employee Need Having clear career goals Knowing one’s strengths and weaknesses Organization Support Support for career development Feedback Career Insight

  23. Employee Need Job, organization, and professional involvement Need for advancement and recognition and wanting to lead Organization Support Job challenge and encouragement of involvement Rewards and opportunities Career Identity

  24. Potential Benefits Of CD/CM • Better employee-organization fit • Better employee-job fit • Better communication between employee-manager • Increased loyalty

  25. Potential Benefits Of CD/CM • Increased productivity • Competitive edge in recruitment • Increased employee motivation • Avoid employee retiring on the job • A highly developed workforce

  26. Potential CD/CM Drawbacks • Unrealistic employee expectations • Valuable employee may leave the company • Resistance of managers to be career coaches • Increased costs

  27. Career DevelopmentRequires A Systems Approach • Human resources considered one of the critical subsystems of an organization • The required inputs are acquired to produce the desired outputs • Changes are considered in terms of their potential impact upon various systems and subsystems

  28. Career DevelopmentRequires A Systems Approach • Career development and career management interventions are treated as processes, not isolated events. • There is a concerted effort to achieve synergy (I.e., a situation where the hole is greater than the sum of its parts). • All systems and processes are considered dynamic (I.e., constantly changing).

  29. CAREER INTERVENTIONS • Career Planning Workshops • Career Paths • Mentoring • Work-At-Home Programs • Job Sharing • Phased Retirement/Outplacement

  30. Typical Career Development Outputs • Individual/organization assessments • Feedback • Career advice • Psychological support • Career resources/information • Programs

  31. Sample CareerDevelopment Competencies • Adult learning understanding • Business understanding • Career development theories/techniques understanding • Coaching, feedback, & group process skills

  32. Sample CareerDevelopment Competencies • Competency identification, observing, and relationship building skills • Intellectual versatility • Self-Knowledge • Questioning & visioning skills

  33. What You Have Learned • What is career development/management • Benefits of CD/CM programs • Potential drawback of CD/CM programs • Need for a system approach • Examples of CD/CM interventions • Related CD/CM outputs & competencies

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