© 2004 by Prentice Hall Terrie Nolinske, Ph.D.

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9Developing

Careers

© 2004 by Prentice Hall Terrie Nolinske, Ph.D.

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Challenges to HR

• How can organizations help develop careers?

• How can people develop their own careers?

• What types of organizational cultures support career development?

© 2004 by Prentice Hall Terrie Nolinske, Ph.D.

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Career Development

An ongoing, formalized

effort that focuses on

developing enriched

and more capable workers.

© 2004 by Prentice Hall Terrie Nolinske, Ph.D.

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Link Organizational / Individual NeedsOrganizational Needs

• Identify critical challenges organization will face over next 2 - 3 years.

• Describe skills, knowledge, experience needed to meet those challenges.

• Identify necessary staffing levels.

• Determine whether organization hascapabilities to meet challenges.

© 2004 by Prentice Hall Terrie Nolinske, Ph.D.

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Link Organizational / Individual NeedsIndividual Needs

Offer career opportunities that• focus on strengths• address developmental needs• provide challenges• match interests• match values • match personal style

© 2004 by Prentice Hall Terrie Nolinske, Ph.D.

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Career DevelopmentSelf assessment

• Conduct skills assessment

• Determine strengths and growth areas

• Complete interest, personality and/or

preference inventories

• Clarify values – what satisfies you

© 2004 by Prentice Hall Terrie Nolinske, Ph.D.

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Career DevelopmentOrganizational Assessment

• Assessment centers

• Psychological testing

• Performance appraisal

• Promotability forecasts

• Succession planning

© 2004 by Prentice Hall Terrie Nolinske, Ph.D.

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Career PlanningInformation Services

• Job-posting systems• Skills inventories• Career paths• Career resource

center• Individual career

counseling

© 2004 by Prentice Hall Terrie Nolinske, Ph.D.

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Career Path

Possible directions

and career

opportunities,

steps and

timetable…

© 2004 by Prentice Hall Terrie Nolinske, Ph.D.

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Career DevelopmentDevelopment Phase

• Mentoring

• Role modeling

• Coaching

• Job Rotation

• Tuition Assistance

© 2004 by Prentice Hall Terrie Nolinske, Ph.D.

9 - 11

Career DevelopmentOrganizational Priority

• Communicate commitment to career development

• Make career development a priority for all

• Provide appropriate training

• Make development a collaborative effort

• Review personal career goals (quarterly) and progress towards achievement

© 2004 by Prentice Hall Terrie Nolinske, Ph.D.

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Career DevelopmentOrganizational Priority (cont’d)

• Add written examples and comments to performance appraisals

• Provide support to managers so they can support their staff

• Encourage employees to attend continuing education

• Encourage managers to develop collaborative relationships with staff

© 2004 by Prentice Hall Terrie Nolinske, Ph.D.

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Coaching Tips

• Identify purpose

• Use active listening

• Ask questions

• Explore assumptions

• Offer constructive feedback

• Encourage employee to identify his or her challenges and clarify needs.

© 2004 by Prentice Hall Terrie Nolinske, Ph.D.

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Suggestions for Self-Development

• Create your own mission statement.

• Take responsibility for your own growth.

• Make enhancement your priority, not advancement.

• Talk to people in positions to which you aspire; get suggestions on how to proceed.

• Make investment in yourself a priority.

© 2004 by Prentice Hall Terrie Nolinske, Ph.D.

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Suggestions for Advancement

• Performance in work role is important

but interpersonal skills are critical• Set priorities• Provide solutions, not problems• Be a team player• Be customer - oriented• Act as if what you’re doing makes a

difference

© 2004 by Prentice Hall Terrie Nolinske, Ph.D.

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• Does what you’re doing at work match

your values?• What work do you find meaningful?• How does your organization treat you?• Does your manager support career

growth?• Are you satisfied with your quality of life?

Case

Career Self Assessment