Career-Development-Human Resource Development
- 1. CAREER DEVELOPMENT Reported by:Cherry Ann M. Dumaran
- 2. TOPIC OUTLINE • 1.Introduction and meaning of career guidance • 2.Need for career development • 3.Significance of Career Development • 4.Steps in Career Development • 5.Career development Actions • 6.Strategies of Career Development • 7. Career Development system • 8.Responsibilities and Benefits of Career Development • 9. Problems and Role of HR in managing Problems of Career Development • 10. Meeting the challenges for Career Development
- 3. CAREER •Sequence of separate but related work activities that provide continuity, order and meaning to a person’s life.
- 4. CAREER DEVELOPMENT • The support of an organization provides to employee professional growth, especially to employees’ movement to a new position or project within the organization. This support often includes coaching, mentoring, skills development, networking and career pathing. It is often facilitated by HR functions (such as learning and development,talent management or recruiting) and by HR business partners or managers in the organization.
- 5. Career Development is a process of conversion of personal career plan into action in order to achieve career goals.
- 6. CAREER PATH • sequence pattern of jobs that forms a career
- 7. CAREER GOALS • The future positions one strives to reach as part of a career
- 8. CAREER PLANNING • Process by which one selects career goals and the path to these goals
- 10. THREE KEY HEROES WHO SHARE RESPONSIBILITY FOR AN EMPLOYEE’S CAREER DEVELOPMENT • 1. THE EMPLOYEE, • 2. THE ORGANIZATION • 3. THE MANAGER
- 11. IMPORTANT REQUIREMENT OF CAREER DEVELOPMENT • Every employee must accept his/her responsibility for development as all development is self-development
- 12. CAREER DEVELOPMENT ACTIONS • 1.PERFORMANCE OF THE JOB- prove that his performance on the job is upto the standard established • 2. EMPLOYEE EXPOSURE- expose it by their skills,knowledge ,qualification,achievement outstanding performance • 3.RESIGNATION BY THE EMPLOYEE-resign when they get better career opportunities elsewhere • 4.CHANGE THE JOB-if those who have better career prospects in some other job • 5.CAREER GUIDANCE AND COUNSELLING-proper advice and encouragement to move from one career to other better career
- 13. NEED FOR EMPLOYEES’CAREER DEVELOPMENT IN AN ORGANIZATION • The need for effective employees’ career development are the following reasons: • 1.MAKING AVAILABLE NEEDE TALENT • 2.ATTRACTING AND RETAINING TALENTS • 3.REDUCED EMPLOYEE FRUSTRATION • 4.ENHANCING CULTURAL DIVERSITY • 5.IMPROVING ORGANIZATION GOODWILL
- 14. SIGNIFICANCE IN VIEW OF INCREASE IN DIVERSITY OF EMPLOYEES AT WORK PLACE • 1.CAREER DEVELOPMENT FOR WOMEN • 2.GLASS-CEILING AUDITS • 3.ALLOWING FAMILY RESPONSIBILITY • 4.CAREER DEVELOPMENT FOR MINORITIES • 5.DUAL CAREER COUPLES
- 15. CAREER DEVELOPMENT-TOP 4 STEPS • THE STEPS IN CAREER DEVELOMENT ARE: • 1.Identifying career needs • 2.Developing career opportunities • 3.Integration of employees needs with career opportunities. • 4.Regular monitoring.
- 16. 2 IMPORTANT STRATEGIES:INDIVIDUAL STRATEGIES AND ORGANIZATIONAL STRATEGIES • 1.Individual Strategies Do it now Know yourself Analyse career opportunity Estblish career goals Obtain feedback Manage your career Self –Management SELF-ASSESSMENT INCLUDES SOME VITAL ASPECTS SUCH AS: o 1.Achievement
- 17. Self –Management SELF-ASSESSMENT INCLUDES SOME VITAL ASPECTS SUCH AS: o 1.Achievements o 2.Skills and abilities o 3.Personal values o 4.Interest o 5.Disabilities o 6.Personal and family circumstances
- 18. • 2.ORGANIZATIONAL strategies-organizations are designing programmes for effective management of HR Improving HR planning and forcasting system Improving dissemination of career option information Initial Career Counselling Support of education and training Job Posting Special Assignments and Job Rotation CR Workshop Sabbatical.Flexible working hours, and other Off-Work Activities Flexible Rewards and Promotional system Development and use of assessment system
- 19. CAREER DEVELOPMENT SYSTEM-TOOLS AND ACTIVITIES,DESGN AND BENEFITS •Increase the efficiency of the system •HR manager must have complete knowledge about these tools
- 20. TOOLS • 1. SELF-ASSESSMENT TOOLS: Tool where individuals complete self-assessment exercises and fill information about their skills,interests,competencies,work attitudes preferences,long and short term goals and obstacles and opportunities • 2.CAREER PLANNING WORKSHOPS: Based on the findings of their self –assessment tool They recieve feedback from others and check the reality of their plans and aspiration.
- 21. • 3. INDIVIDUAL COUNSELLING: Most common activities Provided by career development specialists,HR specialists or life skills development trainers Helps employees in understanding their own goals, making a change in them if required and working on improving their skills and competencies. • 4.ORGANIZATIONAL ASSESSMENT PROGRAMS: Used for evaluating employees’ potential for growth within the organization • DEVELOPMENTAL PROGRAMS: Used to develop their employees for future positions Programs includes assessment centers,job rotation programs,tution refund plans,internal training programs,external training seminars and formal mentoring programs
- 22. Designing career development system • It is according to specific needs and requirements of an organization can help HR specialists in bringing efficiency to the entire process of career management
- 23. BENEFITS OF A CAREER DEVELOPMENTAL SYSTEM TO ORGANIZATION • They are able to make better use of employee skilss and put them at the right place • It fosters and lays emphasis on better communication within the organization as a whole • Also helps organization retain valued employees by providing them what they want. • Working professionals see it as a people developer and get attracted towards it.
- 24. BENEFITS OF A CAREER DEVELOPMENT SYSTEM TO EMPLOYEES • They can get helpful assistance and guidance with their career decisions. They get to know about their own aspirations, objectives and desires and understand how to shape their career. • They can set more realistic goals and objectives that are feasible to be accomplished over span of one’s life. • It foster better communications between the employee and the manager as well as at all levels of the organization • They can get feedback to improve their working style and compels them to upgrade their skills • It leads to job enrichment and enhance job satisfaction
- 25. BENEFITS OF A CAREER DEVELOPMENT SYSTEM TO MANAGERS/SUPERVISOR • Helps improving and upgrading their skills in order to manage their own career • It foster better communication between managers and employees • It helps them in reataining valued employees as they get to know about their skills and competencies and future aspirations • Helps in discussing productive performance appraisal of employees and planning their promotions as well as their career graph • Leads to greater understanding of the organization as a whole and cultivate a supportive and conducive culture in organization • Helps managers in understanding the hidden aspects of employees and guides them to allocate employees the right job that matches to their skills and competencies
- 26. RESPONSIBILITIES AND BENEFITS OF CAREER DEVELOPMENT PROGRAMMES • To avoid all the above mistakes, the employee, the manager, and the organization must play or exercise a set of responsibilities in career development programmes.
- 30. CAREER DEVELOPMENT PROGRAMME BENEFITS TO EMPLOYEES • 1.Development of competencies • 2.To help in developing motivation • 3. To help in overcoming frustration • 4. To develop mental health
- 31. CAREER DEVELOPMENT-PROBLEMS AND ROLES OF HR MANAGER IN MANAGING THESE PROBLEMS • 1. Dual career families • 2.Changing family needs • 3.Low Ceiling Careers • 4.Declining Career Opportunities
- 32. To handle the above problems , the management can take the following steps: • A. Improving human resource planning and forecasting systems • B. Improving dissemination of career option information • C. Initiating career counselling • D. Developing effective internal and external assessment • E. Supporting educational and training programs • F. Introducing more flexible reward and promotional systems
- 33. CAREER DEVELOPMENT-MEETING THE CHALLENGES FOR EFFECTIVE CAREER DEVELOPMENT An assessment phase in which employees’ skills, interests, values and the like identified either by the employees themselves or by organization or by both The direction phase involves determining the type of career that the employees of the of organization want and the steps they must take to make their career goals a reality. The development phase involves creating and enhancing skills to prepare for future jobs and foster this growth and self-improvement through coaching,monitoring,tuition assistance, job rotation, and so on.