Dessler Ch10

8/18/2019 Dessler Ch10

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© 2008 Prentice Hall, Inc.© 2008 Prentice Hall, Inc.

All rights reserved. All rights reserved.PowerPoint Presentation by Charlie CookPowerPoint Presentation by Charlie Cook

The niversity o! "est Alaba#aThe niversity o! "est Alaba#a

$

H%#an &eso%rceH%#an &eso%rce

'anage#ent'anage#entELEVENTH EDITIONELEVENTH EDITION

G A R Y D E S S L E R G A R Y D E S S L E R

'anaging Careers'anaging Careers

ChapterChapter

1010

Part 3 | Training and DevelopmentPart 3 | Training and Development


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© 2008 Prentice Hall, Inc. All 10–2

A!ter st%dying this cha(ter, yo% sho%ld be able to)

$.$. Co#(are e#(loyers* traditional and career (lanning+Co#(are e#(loyers* traditional and career (lanning+

oriented H& !oc%ses.oriented H& !oc%ses.

2.2. -(lain the e#(loyee*s, #anager*s, and e#(loyer*s-(lain the e#(loyee*s, #anager*s, and e#(loyer*s

career develo(#ent roles.career develo(#ent roles.

.. /escribe the iss%es to consider when #aking/escribe the iss%es to consider when #aking(ro#otion decisions.(ro#otion decisions.

.. /escribe the #ethods !or enhancing diversity thro%gh/escribe the #ethods !or enhancing diversity thro%gh

career #anage#ent.career #anage#ent.

1.1. Answer the %estion) How can career develo(#ent Answer the %estion) How can career develo(#ent

!oster e#(loyee co##it#ent3!oster e#(loyee co##it#ent3


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The 4asics 5! Career 'anage#entThe 4asics 5! Career 'anage#ent

Career

Management

Career

Planning

Career

Development

Employees’

Careers


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TABLE 10–1 Traditional ers!s Career Development "o#!s

$% A#tivity Traditional "o#!s Career Development "o#!s

$!manreso!r#eplanning

Analy6es 7obs, skills, tasks(resent and !%t%re. Pro7ectsneeds. ses statistical data.

Adds in!or#ation abo%t individ%alinterests, (re!erences, and the like tore(lace#ent (lans.

%e#r!iting andpla#ement

'atching organi6ation*sneeds with %ali!iedindivid%als.

'atches individ%al and 7obs based onvariables incl%ding e#(loyees* careerinterests and a(tit%des.

Training anddevelopment Provides o((ort%nities !orlearning skills, in!or#ation,and attit%des related to 7ob.

Provides career (ath in!or#ation. Adds individ%al develo(#ent (lans.

Per&orman#eappraisal

&ating and9or rewards. Adds develo(#ent (lans and individ%algoal setting.

Compensation

and 'ene&its

&ewards !or ti#e,

(rod%ctivity, talent, and so on.

Adds t%ition rei#b%rse#ent (lans,

co#(ensation !or non+7ob relatedactivities s%ch as nited "ay.

Source: Ada(ted !ro# :red ;. 5tte and Peggy addle &iver,

?@) Prentice Hall, $2B, (. $0, and www.ge.co#.cn9careers9career#anage#ent.ht#l. Accessed 'ay $8, 2008.


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"()*%E 10–1

Employee

Career

Development

Plan

Source: &e(rinted !ro# www.H&.4;&.co#

with (er#ission o! the (%blisher Business

and Legal Reports Inc., $$ 'ill &ock &oad

ast, 5ld >aybrook, CT © 200.


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TABLE 10–+ %oles in Career Development

(ndivid!al

D Acce(t res(onsibility !or yo%r own career.

D Assess yo%r interests, skills, and val%es.

D >eek o%t career in!or#ation and reso%rces.

D stablish goals and career (lans.

D tili6e develo(#ent o((ort%nities.

D Talk with yo%r #anager abo%t yo%r career.

D :ollow thro%gh on realistic career (lans.

Employer

D Co##%nicate #ission, (olicies, and (roced%res.

D Provide training and develo(#ent o((ort%nities, incl%ding worksho(s.

D Provide career in!or#ation and career (rogra#s.

D 5!!er a variety o! career (aths.

D Provide career+oriented (er!or#ance !eedback.

D Provide #entoring o((ort%nities to s%((ort growth and sel!+direction.

D Provide e#(loyees with individ%al develo(#ent (lans.

D Provide acade#ic learning assistance (rogra#s.

Manager

D Provide ti#ely and acc%rate (er!or#ance

!eedback.

D Provide develo(#ental assign#ents and

s%((ort.

D Partici(ate in career develo(#ent

disc%ssions with s%bordinates.

D >%((ort e#(loyee develo(#ent (lans.

Source: Ada(ted !ro# :red ;. 5tte and Peggy addle &iver, ?@) Prentice Hall,

$2B, (. 1EF www.ge.co#.cn9careers9career#anage#ent.ht#lF and www0.ib#.co#9e#(loy#ent9%s.cdcareerdev.sht#l. Accessed 'ay $8,200G.


7/38© 2008 Prentice Hall, Inc. All 10–7

Choosing a 'entor Choosing a 'entor

D Choose an a((ro(riate (otential #entor.Choose an a((ro(riate (otential #entor.

D /on*t be s%r(rised i! yo%*re t%rned down./on*t be s%r(rised i! yo%*re t%rned down.

D 4e s%re that the #entor %nderstands what yo%4e s%re that the #entor %nderstands what yo%

e-(ect in ter#s o! ti#e and advice.e-(ect in ter#s o! ti#e and advice.D Have an agenda.Have an agenda.

D &es(ect the #entor*s ti#e.&es(ect the #entor*s ti#e.



TABLE 10–3 Possi'le Employer Career Planning and Development Pra#ti#es

Source: Ada(ted !ro# :red ;. 5tte and Peggy addle &iver, ?@) Prentice Hall, $2B, (. 1EF

www.ge.co#.cn9careers9career#anage#ent.ht#lF and www0.ib#.co#9e#(loy#ent9%s.cdcareerdev.sht#l. Accessed 'ay $8, 200G.

,o' postings

"ormal ed!#ation-t!itionreim'!rsement

Per&orman#e appraisal &or #areer

planning

Co!nseling 'y manager

Lateral moves-.o' rotationsCo!nseling 'y $%

Pre/retirement programs

!##ession planning

"ormal mentoring

Common #areer pats

D!al ladder #areer pats

Career 'oo2lets-pamplets

ritten individ!al #areer plansCareer 4or2sops

Assessment Center

*p4ard appraisal

Appraisal #ommittees

Training programs &or managers

5rientation-ind!#tion programs

pe#ial needs 6ig&liers7

pe#ial needs 6d!al/#areer #o!ples7

Diversity management

E8patriation-repatriation


9/38© 2008 Prentice Hall, Inc. All 10–

The #(loyer*s &ole inThe #(loyer*s &ole in

Career /evelo(#entCareer /evelo(#ent

%ealisti# ,o'

Previe4s

Callenging

"irst ,o's

9et4or2ing and

(ntera#tions

Mentoring

Career/5riented

Appraisals

,o'

%otation

Employer’s

%ole



Innovative Cor(orate CareerInnovative Cor(orate Career

/evelo(#ent Initiatives/evelo(#ent Initiatives

$.$. Provide each e#(loyee with an individ%al b%dget.Provide each e#(loyee with an individ%al b%dget.

2.2. 5!!er on+site or online career centers.5!!er on+site or online career centers.

.. nco%rage role reversal.nco%rage role reversal.

.. stablish a cor(orate ca#(%s.stablish a cor(orate ca#(%s.

1.1. Hel( organi6e career s%ccess tea#s.Hel( organi6e career s%ccess tea#s.

E.E. Provide career coaches.Provide career coaches.

G.G. Provide career (lanning worksho(s.Provide career (lanning worksho(s.

8.8. tili6e co#(%teri6ed on+ and o!!line careertili6e co#(%teri6ed on+ and o!!line career

develo(#ent (rogra#s.develo(#ent (rogra#s.



"()*%E 10–+

ample

Agenda:

T4o/Day

CareerPlanning

or2sop



'anaging Pro#otions and Trans!ers'anaging Pro#otions and Trans!ers

De#ision 1;

(s eniority orCompeten#e

te %!le<

De#ision =;

erti#al>$ori?ontal> or

5ter<

De#ision +;

$o4 o!lde Meas!re

Competen#e<

De#ision 3;

(s te Pro#ess"ormal or

(n&ormal<

Ma2ing Promotion

De#isions



Handling Trans!ersHandling Trans!ers

D #(loyees* reasons !or desiring trans!ers#(loyees* reasons !or desiring trans!ers

Personal enrich#ent and growthPersonal enrich#ent and growth

'ore interesting 7obs'ore interesting 7obs


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nhancing /iversity Thro%ghnhancing /iversity Thro%gh

Career 'anage#entCareer 'anage#ent

D >o%rces o! bias and discri#ination>o%rces o! bias and discri#ination

Too !ew (eo(le o! color e#(loyed in the hiringToo !ew (eo(le o! color e#(loyed in the hiring

de(art#entde(art#ent

The old+boy network o! in!or#al !riendshi(sThe old+boy network o! in!or#al !riendshi(s A lack o! wo#en #entors A lack o! wo#en #entors

A lack o! high+visibility assign#ents and A lack o! high+visibility assign#ents and

develo(#ental e-(eriences =glass ceilingBdevelo(#ental e-(eriences =glass ceilingB

A lack o! co#(any role #odels !or #e#bers o! A lack o! co#(any role #odels !or #e#bers o!

the sa#e racial or ethnic gro%(the sa#e racial or ethnic gro%(

In!le-ible organi6ations and career tracksIn!le-ible organi6ations and career tracks


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Taking >te(s to nhance /iversity)Taking >te(s to nhance /iversity)

"o#en*s and 'inorities* Pros(ects"o#en*s and 'inorities* Pros(ects

Ta2e Teir

Career (nterests

erio!sly

Eliminate

(nstit!tional

Barriers

Eliminate te

)lass Ceiling

(mprove

9et4or2ing and

Mentoring

(nstit!te "le8i'le

#ed!les and

Career Tra#2s


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Career 'anage#ent andCareer 'anage#ent and

#(loyee Co##it#ent#(loyee Co##it#ent

5ld Contra#t; @Do yo!r 'est and 'e loyal to !s>

and 4e’ll ta2e #are o& yo!r #areer

9e4 Contra#t; @Do yo!r 'est &or !s and 'e loyal to

!s &or as long as yo!’re ere> and

4e’ll provide yo! 4it tedevelopmental opport!nities yo!’ll

need to move on and ave a

s!##ess&!l #areer

Comparing esterday’s and Today’s

Employee/Employer Contra#t


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#(loyee Co##it#ent =cont*dB#(loyee Co##it#ent =cont*dB

Career

DevelopmentPrograms

Career/

5rientedAppraisals

Commitment/

oriented #areer

development e&&orts


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#(loyee Co##it#ent =cont*dB#(loyee Co##it#ent =cont*dB

CareerDevelopment

Programs

Career/5riented

Appraisals

Commitment/

5rientedCareer

Development

E&&orts


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"()*%E 10–3

ample

Per&orman#e

%evie4

DevelopmentPlan

Source: &e(rinted !ro# www.H&.4;&.co#

with (er#ission o! the (%blisher Business

and Legal Reports, Inc., $$ 'ill &ock

&oad ast, 5ld >aybrook, CT © 200.


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&etire#ent&etire#ent

D Preretire#ent Co%nseling PracticesPreretire#ent Co%nseling Practices

-(lanation o! >ocial >ec%rity bene!its-(lanation o! >ocial >ec%rity bene!its

;eis%re ti#e co%nseling;eis%re ti#e co%nseling

:inancial and invest#ent co%nseling:inancial and invest#ent co%nseling

Health co%nselingHealth co%nseling

Psychological co%nselingPsychological co%nseling

Co%nseling !or second careersCo%nseling !or second careers Co%nseling !or second careers inside the co#(anyCo%nseling !or second careers inside the co#(any


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Attracting and &etaining 5lder "orkers Attracting and &etaining 5lder "orkers

Create a C!lt!re tat

$onors E8perien#e

5&&er "le8i'le or2

5&&er Part/Time or2

$% Pra#ti#es

&or 5lder

or2ers


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J K T & ' >

career career

career #anage#entcareer #anage#ent

career develo(#entcareer develo(#ent

career (lanningcareer (lanning

career (lanning and develo(#entcareer (lanning and develo(#ent

reality shockreality shock

7ob rotation 7ob rotation

#entoring#entoring

(ro#otions(ro#otionstrans!erstrans!ers

retire#entretire#ent

(reretire#ent co%nseling(reretire#ent co%nseling

career cyclecareer cycle

growth stagegrowth stage

e-(loration stagee-(loration stage

establish#ent stageestablish#ent stage

trial s%bstagetrial s%bstage

stabili6ation s%bstagestabili6ation s%bstage

#idcareer crisis s%bstage#idcareer crisis s%bstage

#aintenance stage#aintenance stagedecline stagedecline stage

career anchorscareer anchors


23/38

© 2008 Prentice Hall, Inc.© 2008 Prentice Hall, Inc. All rights reserved. All rights reserved.

PowerPoint Presentation by Charlie CookPowerPoint Presentation by Charlie CookThe niversity o! "est Alaba#aThe niversity o! "est Alaba#a

$

H%#an &eso%rceH%#an &eso%rce

'anage#ent'anage#entELEVENTH EDITIONELEVENTH EDITION

G A R Y D E S S L E R G A R Y D E S S L E R

'anaging Careers'anaging Careers

Chapter 10Chapter 10

AppendixAppendix

Part 3 | Training and DevelopmentPart 3 | Training and Development


24/38


Identi!y Ko%r Career >tageIdenti!y Ko%r Career >tage

D tagetage

D -(loration >tage-(loration >tage

D stablish#ent >tagestablish#ent >tage Trial s%bstageTrial s%bstage

>tabili6ation s%bstage>tabili6ation s%bstage 'idcareer crisis s%bstage'idcareer crisis s%bstage

D 'aintenance >tage'aintenance >tage

D /ecline >tage/ecline >tage


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"()*%E 10–A1 Coosing an 5##!pational 5rientation


26/38


TABLE 10–A1 E8amples o& 5##!pations tat Typi&y Ea# 5##!pational Teme

%ealisti# (nvestigative Artisti# o#ial Enterprising Conventional

ngineers

Car(enters

Physicians

Psychologists

&esearch and/evelo(#ent'anagers

Advertising-ec%tives

P%blic&elations-ec%tives

A%to >ales/ealers

>chool Ad#inistrators

A "ide &angeo! 'anagerial5cc%(ations,incl%ding)

'ilitary5!!icers

Cha#ber o!

Co##erce-ec%tives

Invest#ent'anagers

;awyers

Acco%ntants

4ankers

Credit'anagers


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"()*%E 10–A+ "inding te ,o' o! Should ant 6Part 17

Source) @a#es "aldroo( and Ti#othy 4%tler, :inding the @ob Ko%

>ho%ld "ant, Fortune, 'arch 2, $8, (. 2$$. Co(yright © $8

Ti#e Inc. &e(rinted by (er#ission. All rights reserved.


28/38


"()*%E 10–A3

"inding te ,o'

o! Should ant

6Part +7

Source) @a#es "aldroo( and

Ti#othy 4%tler, :inding the @ob

Ko% >ho%ld "ant, Fortune, 'arch

2, $8, (. 2$2. Co(yright © $8

Ti#e Inc. &e(rinted by

(er#ission. All rights reserved.


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Identi!y Ko%r Career AnchorsIdenti!y Ko%r Career Anchors

Te#ni#al-"!n#tional

Competen#e

ManagerialCompeten#e

A!tonomy and(ndependen#e

Creativity

e#!rity


30/38


"()*%E 10–A=

"inding te ,o'

o! Should ant

6Part 37

Source) @a#es "aldroo( and

Ti#othy 4%tler, :inding the

@ob Ko% >ho%ld "ant,

Fortune, 'arch 2, $8, (.

2$. Co(yright © $8 Ti#e

Inc. &e(rinted by (er#ission.

All rights reserved.


31/38


"()*%E 10–A 5##!pational 5!tloo2 $and'oo2 5nline

Source: htt()99www.bls.gov99oco9, Accessed A%g%st , 200G.


32/38


"()*%E 10–A ome 5nline o!r#es o& 5##!pational (n&ormation

D All tar ,o's

D Ameri#aFs Career (n&o9et

D Camp!s Career Center

D Career Maga?ine

D CareerE8plorer

D College Central 9et4or2

D College)rad#om

D Constr!#t My "!t!re 6in&ormation a'o!t#onstr!#tion #areers7

D Cool or2s

D E%(Fs Career alary and Cost o& Living

Cal#!lators

D "!t!res in 9!rsing

Dot.o's#om

D ,ammin ,o'sG

D ,o' Ban2 *A

D ,o' e'

D ,o'Pro&iles#om

D ,o'niper

D 9ation,o'

D 5H9et Career Center 6in#l!des #areer assessment7

D 5##!pational 5!tloo2 $and'oo2

D Personality I!estionnaires 5nline

D I!intessential Careers

D alaryE8pert

D imply $ired

D nag a ,o'

D treaming "!t!res 6#areer advi#e &rom ind!stry

leaders tro!g online streaming video7

D Tin2 Big 6in&ormation on te#ni#al #areers7

D Translation (nd!stry Career )!ide

D Tr!e Careers

D Try Tools 6in&ormation a'o!t #areers in

#onstr!#tion7

D o! Apply $ere 6o!rly and part/time employment7

Source: Printed with (er#ission !ro# 'a((ing Ko%r :%t%re, a (%blic service "eb site (roviding career, college, !inancial

aid, and !inancial literacy in!or#ation and services to st%dents, !a#ilies, and schools =htt()9 9#a((ing+o%r+!%t%re.orgB.

Career )!idan#e - ,o' ear#


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:inding the &ight @ob:inding the &ight @ob

D /o Ko%r 5wn ;ocal &esearch/o Ko%r 5wn ;ocal &esearch

D 5nline @ob 4oards5nline @ob 4oards

D Personal ContactsPersonal Contacts

D Answering Advertise#ents Answering Advertise#ents

D #(loy#ent Agencies#(loy#ent Agencies

D -ec%tive &ecr%iters-ec%tive &ecr%iters

D Career Co%nselorsCareer Co%nselorsD -ec%tive 'arketing Cons%ltants-ec%tive 'arketing Cons%ltants

D #(loyers* "eb >ites#(loyers* "eb >ites


34/38


"()*%E 10–AJ Career,o!rnal#om

>o%rce) "all >treet @o%rnal by Career@o%rnal.co#. &e(rod%ced with

(er#ission o! /ow @ones L Co. Inc. via Co(yright Clearance Center © 200.


35/38


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"()*%E 10–AK

E8ample o& a

)ood %s!m


37/38


5nline 4ios5nline 4ios

D :ill it with details:ill it with details

D Avoid to%chy s%b7ects Avoid to%chy s%b7ects

D ;ook the (art;ook the (art

D 'ake it search !riendly'ake it search !riendlyD se abbreviationsse abbreviations

D >ay it with n%#bers>ay it with n%#bers

D Care!%lly (roo!readCare!%lly (roo!read


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© 2008 P ti H ll I All 10 38

Handling the InterviewHandling the Interview

D Pre(are, Pre(are, Pre(arePre(are, Pre(are, Pre(are

D ncover the Interviewer*sncover the Interviewer*s

?eeds?eeds

D&elate Ko%rsel! to the&elate Ko%rsel! to thePerson*s ?eedsPerson*s ?eeds

D Think 4e!ore AnsweringThink 4e!ore Answering

D 'ake a

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