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11Chapter
Careers and Careers and Career Career
ManagementManagement
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Introduction Introduction (1 of 2)(1 of 2)
Career development is important for companies to create and sustain a continuous learning environmentThe biggest challenge companies face is how to balance advancing current employees’ careers with simultaneously attracting and acquiring employees with new skillsThe growing use of teams is influencing the concept of careers
e.g., project careers
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Introduction Introduction (2 of 2)(2 of 2)
Changes in the concept of career affect:employees’ motivation to attend training programs
the outcomes they expect to gain from attendance
their choice of programs
how and what they need to know
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What Is Career Management?What Is Career Management?
Career managementCareer management is the process through which employees:
Become aware of their own interests, values, strengths, and weaknessesObtain information about job opportunities within the companyIdentify career goalsEstablish action plans to achieve career goals
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Why Is Career Management Important? Why Is Career Management Important? (1 of 2)(1 of 2)
From the company’s perspectivecompany’s perspective, the failure to motivate employees to plan their careers can result in:
a shortage of employees to fill open positionslower employee commitmentinappropriate use of monies allocated for training and development programs
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Why Is Career Management Important?Why Is Career Management Important?(2 of 2)(2 of 2)
From the employees’ perspectiveemployees’ perspective, lack of career management can result in:
frustrationfeelings of not being valued by the companybeing unable to find suitable employment should a job change be necessary due to mergers, acquisitions, restructuring, or downsizing
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Career Management and Career Motivation Career Management and Career Motivation (1 of 2)(1 of 2)
Career motivationCareer motivation refers to:Employees’ energy to invest in their careersTheir awareness of the direction they want their careers to takeThe ability to maintain energy and direction despite barriers they may encounter
Career motivation has three aspects:Career resilienceCareer insightCareer identity
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Career Management and Career Motivation Career Management and Career Motivation (2 of 2)(2 of 2)
Career resilience –Career resilience – the extent to which the extent to which employees are able to cope with problems that employees are able to cope with problems that affect their workaffect their workCareer insight involves:
how much employees know about their interests, skill strengths, and weaknessesthe awareness of how these perceptions relate to their career goals
Career identity – the degree to which employees define their personal values according to their work
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The Value of Career MotivationThe Value of Career Motivation
Components of Career Motivation
Career Resilience Company ValueCompany Value • Innovation• Employees adapting to unexpected changes• Commitment to company• Pride in work
Employee ValueEmployee Value • Be aware of skill strengths and weaknesses• Participate in learning activities• Cope with less than ideal working conditions• Avoid skill obsolescence
Career Insight
Career Identity
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What Is A Career?What Is A Career?
Traditional CareerSequence of positions held within an occupationContext of mobility is within an organizationCharacteristic of the employee
Protean CareerFrequently changing based on changes in the person and changes in the work environmentEmployees take major responsibility for managing their careersBased on self-direction with the goal of psychological success in one’s work
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Comparison of Traditional CareerComparison of Traditional Careerand Protean Career:and Protean Career:
DimensionDimension Traditional CareerTraditional Career Protean CareerProtean CareerGoal Promotions
Salary increasePsychological success
Psychological contract Security for commitment Employability for flexibility
Mobility Vertical Lateral
Responsibility for Management
Company Employee
Pattern Linear and expert Spiral and transitory
Expertise Know how Learn how
Development Heavy reliance on formal training
Greater reliance on relationships and job experiences
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Millennium(0 to early 20s)
Generation X(mid-20s toearly 40s)
Baby Boomers(mid-40s to
mid-50s)
Traditionalists(late 50s toearly 80s)
Different generations of employees have Different generations of employees have different career needs and interests:different career needs and interests:
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A Model of Career DevelopmentA Model of Career Development
Career development is the process by which employees progress through a series of stagesEach stage is characterized by a different set of developmental tasks, activities, and relationshipsThere are four career stages:
ExplorationEstablishmentMaintenanceDisengagement
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A Model of Career Development A Model of Career Development (continued)(continued)
Exploration Establishment Maintenance DisengagementDevelopmental 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:The career management process:
Self-Assessment
Reality Check
Goal Setting Action Planning
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Components of the Career Management Components of the Career Management Process: Process: (1 of 2)(1 of 2)
Self-AssessmentUse of information by employees to determine their career interests, values, aptitudes, and behavioral tendenciesOften involves psychological tests
Reality CheckInformation 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 Components of the Career Management Process: Process: (2 of 2)(2 of 2)
Goal SettingThe process of employees developing short- and long-term career objectivesUsually discussed with the manager and written into a development plan
Action PlanningEmployees determining how they will achieve their short- and long-term career goals
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Design factors of Effective Career Design factors of Effective Career Management Systems:Management Systems: (1 of 2)(1 of 2)
1. System is positioned as a response to a business need or supports a business strategy
2. Employees and managers participate in development of the system
3. Employees are encouraged to take active roles in career management
4. Evaluation is ongoing and used to improve the system5. Business units can customize the system for their own
purposes
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Design factors of Effective Career Design factors of Effective Career Management Systems:Management Systems: (2 of 2)(2 of 2)
6. Employees need access to career information sources7. Senior management supports the career system8. Career management is linked to other human resource
practices such as training, recruiting systems, and performance management
9. System creates a large, diverse talent pool10. Information about career plans and talent is accessible
to all managers
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Elements of Career Management WebsitesElements of Career Management Websites
User Access Website FeaturesSelf-assessment tools Jobs database
Training resources Employee profile databaseJob data Matching engineSalary information Tools and services – Assessment,
onlineCareer management advice Training programs, development
resources
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Shared Responsibility:Shared Responsibility:Roles in Career ManagementRoles in Career Management
Manager
Employees
Company
HR Manager
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Employees’ Role in Career Employees’ Role in Career ManagementManagementTake the initiative to ask for feedback from managers and peers regarding their skill strengths and weaknessesIdentify their stage of career development and development needsSeek challenges by gaining exposure to a range of learning opportunitiesInteract with employees from different work groups inside and outside the companyCreate visibility through good performance
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Managers’ Role in Career ManagementManagers’ Role in Career Management
Roles ResponsibilitiesCoach Probe problems, interests, values, needs
ListenClarify 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 HR Manager’s Role in Career ManagementManagementProvide information or advice about training and development opportunitiesProvide specialized services such as testing to determine employees’ values, interests, and skillsHelp prepare employees for job searchesOffer counseling on career-related problems
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Company’s Role in Career Company’s Role in Career ManagementManagementCompanies are responsible for providing employees with the resources needed to be successful in career planning:
Career workshopsInformation on career and job opportunitiesCareer planning workbooksCareer counselingCareer paths
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Evaluating Career Management Evaluating Career Management SystemsSystemsCareer management systems need to be evaluated to ensure that they are meeting the needs of employees and the businessTwo types of outcomes can be used to evaluate:
Reactions of the customers (employees and managers) who use the career management systemResults of the career management system
Evaluation of a career management system should be based on its objectives
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