Future trends in shrm module v
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Transcript of Future trends in shrm module v
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FUTURE TRENDS IN
SHRM APPROACHE
S(MODULE V)
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CAREER MANAGEMENT
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Introduction
Career development is important for companies to create and sustain a continuous learning environment
The biggest challenge companies face is how to balance advancing current employees’ careers with simultaneously attracting and acquiring employees with new skills
The growing use of teams is influencing the concept of careers e.g., project careers
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What Is Career Management?
Career management is the process through which employees: Become aware of their own interests,
values, strengths, and weaknesses Obtain information about job
opportunities within the company Identify career goals Establish action plans to achieve career
goals
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Why Is Career Management Important? (1 of 2)
From the company’s perspective, the failure to motivate employees to plan their careers can result in: a shortage of employees to fill open
positions lower employee commitment inappropriate use of monies allocated for
training and development programs
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Why Is Career Management Important?(2 of 2)
From the employees’ perspective, lack of career management can result in: frustration feelings of not being valued by the
company being unable to find suitable
employment should a job change be necessary due to mergers, acquisitions, restructuring, or downsizing
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What Is A Career?
Traditional Career Sequence of positions held within an
occupation Context of mobility is within an organization Characteristic of the employee
Protean Career Frequently changing based on changes in the
person and changes in the work environment Employees take major responsibility for
managing their careers Based on self-direction with the goal of
psychological success in one’s work
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A Model of Career Development
Career development is the process by which employees progress through a series of stages
Each stage is characterized by a different set of developmental tasks, activities, and relationships
There are four career stages: Exploration Establishment Maintenance Disengagement
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A Model of Career Development (continued)
Exploration Establishment Maintenance Disengagement
Developmental tasks
Identify interests, skills, fit between self and work
Advancement, growth, security, develop life style
Hold on to accomplishments, update skills
Retirement planning, change balance between work and non-work
Activities HelpingLearningFollowing directions
Making independent contributions
TrainingSponsoringPolicy making
Phasing out of work
Relationships to other employees
Apprentice Colleague Mentor Sponsor
Typical age Less than 30 30 – 45 45 – 60 61+
Years on job Less than 2 years 2 – 10 years More than 10 years
More than 10 years
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The career management process:
Self-Assessment
Reality Check
Goal SettingAction
Planning
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Components of the Career Management Process: (1 of 2)
Self-Assessment Use of information by employees to
determine their career interests, values, aptitudes, and behavioral tendencies
Often involves psychological tests Reality Check
Information employees receive about how the company evaluates their skills and knowledge and where they fit into company plans
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Components of the Career Management Process: (2 of 2)
Goal Setting The process of employees developing
short- and long-term career objectives Usually discussed with the manager and
written into a development plan Action Planning
Employees determining how they will achieve their short- and long-term career goals
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Managers’ Role in Career ManagementRoles Responsibilities
Coach Probe problems, interests, values, needsListenClarify concernsDefine concerns
Appraiser Give feedbackClarify company standardsClarify job responsibilitiesClarify company needs
Advisor Generate options, experiences, and relationshipsAssist in goal settingProvide recommendations
Referral agent Link to career management resourcesFollow up on career management plan
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HR Manager’s Role in Career Management Provide information or advice about
training and development opportunities
Provide specialized services such as testing to determine employees’ values, interests, and skills
Help prepare employees for job searches
Offer counseling on career-related problems
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Company’s Role in Career Management Companies are responsible for
providing employees with the resources needed to be successful in career planning: Career workshops Information on career and job
opportunities Career planning workbooks Career counseling Career paths
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MENTORING RELATIONSHIP
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Mentorship
A mentor is an individual with expertise
who can help develop the career of a
mentee. The mentor guides, trains, advises,
and promotes the career development of the
mentee. Two types of mentoring functions:
Career Psychosocial
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Mentoring Functions
Career Functions: Help the mentee learn
the ropes and prepare for career advancement. Coaching Challenging assignments Exposure and visibility Protection
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Mentoring Functions
Psychosocial Functions: Help the mentee
develop a sense of competence and clarity
of identity. Role-Modeling Acceptance and confirmation Counseling Friendship
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Advantages of Mentoring
Advantages for the mentee: Career advancement Salary Organizational/professional identification
Advantages for the mentor: Career enhancement “Passing the torch to a new generation” Learning from mentee – new technologies, new
developments, important features of next generation
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Disadvantages of Mentoring
Disadvantages for the mentee: Overdependence on the mentor Micro-management from the mentor Negative halo from mentor who fails
Disadvantages for the mentor: Mentee dependence on mentor Time, energy commitment to mentee Negative halo from mentee who fails
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LIFE-WORK BALANCE
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Work-Life Balance
Work–life balance is a broad concept including proper prioritizing between “work” (career and ambition) on one hand and “life” (Health, pleasure, leisure, family and spiritual development) on the other. Related, though broader, terms include “lifestyle balance” and “life balance”
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Poor Work-Life
Balance
Higher rates of absenteeism Higher rates of staff turnover Reduced productivity
Decreased job satisfaction Rising healthcare costs Lower levels of organisational commitment and loyalty
= Poor customer service
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A larger slice of the cake