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Chapter 9

Chapter 9. Career Planning and Development. CHAPTER OBJECTIVES (1 OF 2). Define career planning and career development. Describe career-impacted life stages. Identify the career anchors that account for the way people select and prepare for a career.

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Chapter 9

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  1. Chapter 9 Career Planning and Development

  2. CHAPTER OBJECTIVES (1 OF 2) • Define career planning and career development. • Describe career-impacted life stages. • Identify the career anchors that account for the way people select and prepare for a career. • Explain the importance of individual career planning and how a thorough self-assessment is crucial to career planning.

  3. CHAPTER OBJECTIVES (2 OF 2) • Define organizational career planning (OCP) and identify its objectives. • Describe the various types of career paths. • Explain plateauing. • Explain the concept of adding value to retain a present job. • Identify some of the methods of organizational career planning and development.

  4. CHAPTER OUTLINEMAJOR TOPICS • Career Planning and Development Defined • Factors Affecting Career Planning • Career Planning • Career Paths • Career Development

  5. Career Planning And Development Defined • Career • Career Planning • Organizational Career Planning • Career Path • Career Development

  6. Career Security • Job Security Implies Long-term Tenure in One Job • For Today’s Worker…the Real Prize Is Career Security • Career Security Is the Development of Marketable Skills and Expertise, Actions That Help to Ensure Employment Within a Range of Careers

  7. Factors Affecting Career Planning Career Anchors Career-Related Life Stages

  8. Career-Related Life Stages Establishing Identity Growing and Getting Started Maintenance and Adjustment Mature Career Stage

  9. Motives or Career Anchors • Managerial Motivation • Functional Motivation • Security/Income • Creativity • Autonomy & Independence • Technological Competence • Lifestyle • Collegiality

  10. Career Planning • Individual Career Planning • Self-assessment • Strength/Weakness Balance Sheet • Likes & Dislikes Survey • Organizational Career Planning

  11. Types of Career Paths • Traditional or Vertical Career Path • Network or Spiral Career Path • Lateral Skill Path • Dual Career Path • Transitory Career Path

  12. In The Future The Fastest Growing Career Paths Will Be Transitory Network

  13. Adding Value To Retain Present Job • Workers Must Develop a Plan Where They are Viewed as Continually Adding Value to the Organization • Workers Must Anticipate What Tools Will be Needed for Success • Workers Must Manage Their Own Careers As Never Before

  14. Plateauing: Occurs When An Employee’s Job Functions & Work Content Remain The Same Because Of A Lack Of Promotional Opportunities Within The Firm • Three Major Approaches May be Used to Deal with This Problem: • Lateral Employment Moves • Job Enrichment • Exploratory Career Development

  15. Career Development • A Formal Approach Taken by the Organization to Ensure that People with the Proper Qualifications & Experiences are Available When Needed • Benefits Both the Organization & the Employee • Includes Exposure to Any & All Activities that Prepare a Person for Satisfying the Needs of the Firm Both Now & In the Future

  16. Responsibility For Career Development • Management Must First Make a Commitment to Support the Program • HR Professionals are Then Responsible for Implementing the Career Development Program • The Worker's Immediate Supervisor is Responsible for Providing Support, Advice, & Feedback • Individual Employees are Responsible for Developing Their Own Careers

  17. Organization Career Planning and Development Methods Superior/Subordinate Discussions Company Material Performance Appraisal System Workshops

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