Career Development
- 1. Career Development Prepared by Aysel Muradlı and Sama Beliani December 2015
- 2. ● Career ➔ occupational positions a person holds over the years ● Career Management ➔ process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively both within the company and after they leave the firm. ● Career Development ➔ the lifelong series of activities (such as workshops) that contribute to a person’s career exploration, establishment, success, and fulfillment. ● Career Planning ➔ the deliberate process through which someone becomes aware of personal skills, interests, knowledge, motivations, etc. Careers Terminology
- 3. Career Management Not only employees, but also employers benefit from career development support. ● Benefits ★ Better equipped employees to serve the company ★ Boost employee engagement ★ Support recruitment and retention efforts
- 4. The Employee’s Role in Career Management • Matching individual strengths and weaknesses with occupational opportunities and threats. • Pursue occupations, jobs, and a career that capitalize on his or her interests aptitudes, values, and skills. • Choosing occupations, jobs, and a career that make sense in terms of projected future demand for various types of occupations.
- 5. Career Planning by Individuals ● Factors considered in choosing careers ➔Interests ➔Social background ➔Personality type ➔Self-image ◆ Affiliation ◆ Power ◆ Achievement
- 6. The Employer’s Role in Career Management
- 7. The Employer’s Role in Career Management ● The employer’s career development tasks depend partly on how long the employee has been with the firm. ❖ Before hiring ➔Realistic job interviews can help prospective employees more accurately gauge whether the job is a good fit with the candidate’s skills and interests.
- 8. The Employer’s Role in Career Management ❖ The first job ➔ Especially for recent college graduates, the first job can be crucial for building confidence and a more realistic picture of what he or she can and cannot do: Providing challenging first jobs (rather than relegating new employees to jobs where they can’t do any harm ) and having an experienced mentor who can help the person learn the ropes are important. ❖ On the job ➔ After the person has been on the job for a while, new employer career- management roles arise. Career-oriented appraisals in which the manager is trained not just to appraise the employee but also to match the person’s strengths and weaknesses with a feasible career path and required development work is one important step.
- 9. Career Management Systems ● Career Centers ➔Career development centers at work sites that employees use on company time, which contain materials such as career assessment and planning tools. ● Career Planning Workshops ➔Planned learning events in which participants are expected to be actively involved, completing career planning exercises and inventories and participating in career skills practice sessions.
- 10. Career Management Systems ● Lifelong learning budgets ➔Several employers provide 401(k)-type lifelong learning accounts for their employees. Both employers and employees contribute, and the employees can tap into these to get the career-related education and development they desire. ● Provide career coaches ➔The coaches help individual employees identify their development needs and obtain the training, professional development, and networking opportunities that they require to satisfy those needs
- 11. Career Management Systems ● Offer online programs ➔Online systems that help the employer analyze an employee s training needs. ● Career-Oriented Appraisals ➔The company trains its supervisors to link the employee s performance, career interests, and corporate needs, and develop a career plan including development activities for the employee.
- 13. Gender Issues in Career Development Women and men face different challenges as they advance through their careers. ● In one study, promoted women had to receive higher performance ratings than promoted men to get promoted. ● Women report greater barriers (such as being excluded from informal networks) than do men, and more difficulty getting developmental assignments and geographic mobility opportunities. ● One study concluded that three corporate career development activities fast-track programs, individual career counseling, and career planning workshops were less available to women than to men.
- 14. ➔ Competent supervisor ◆ Helps the employee get on and stay on the right career track ◆ Makes sure (through orientation and training) that newly began subordinate develops the skills required to get off to a good start. ◆ Schedules regular performance appraisals ◆ Provides the employee with an informal career development plan ◆ Keeps subordinates informed about how they can utilize the firm’s current career-related benefits, and encourage them to do so. ◆ Knows how to coach employees and provide mentoring assistance ➔ Uncaring supervisor ◆ May look back on years of having inhibited his or her employees career development. The Manager’s Role in Career Development
- 15. The End