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Career Development; Main Ideas

Career Development; Main Ideas. Career Anchors; What is it What organizations do with it Plan careers of employees so that both the side gain & are happy. What the organizations are doing. HUL identifying people with managerial & leadership competencies & grooming them.

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Career Development; Main Ideas

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  1. Career Development; Main Ideas • Career Anchors; What is it • What organizations do with it • Plan careers of employees so that both the side gain & are happy. • What the organizations are doing. HUL identifying people with managerial & leadership competencies & grooming them. • What are your career anchors. Knowing it helps. How?

  2. Career Anchors Attitudinal characteristics that guide people through out their career. Combination of need & drive that serve to ‘anchor’ the person to a few related types of careers • Autonomy or independence; Entrepreneurs, Consultants, Freelancers • Security/Stability • Same kind of job & same organization • Fast changing & uncertain world • Technical & functional competency. Strong inclination to develop some thing which they can call their own. Example – Engineers, Scientist, Technologists • General Management • Entrepreneurial creativity. Edison, Ford, Steve Jobs • Service; Mother Teresa • Pure challenge. • Life style

  3. Elements of Planning Program • Individual Assessment & Need Analysis • Organizational Assessment & Opportunity Analysis • Open advertisement in JSW • ONGC – switching from to another function • Need opportunity alignment • Career counseling.

  4. Benefits of Career Planning Program • For Organization; • Attract & retain talent • Better utilization of employees • Employee satisfaction • For Individual employees

  5. Issues in Career Planning • Issues – challenges for employees • Low ceiling career. Some highly specialized jobs have little room for vertical growth • Lean & flat organization • Higher you grow, opportunities for growth become limited • Change in career needs(my case) • Work family issues • Answer to issues & challenges • Keep deepening your area of specialization if want to remain a specialist or expert in your area of choice. How? • Bigger role in same organization. Business vs Corporate • Experience in multiple & different types of organization. • Specialist cum generalist • Same organization & In different organizations • Volunteer for transfer, rotation… • Your track record does matter. What are your achievements & contribution on the job? Keep adding to your profile • Net working does matter more then job advertisement

  6. My story…what has worked & what did not work • Staying in one organization for more then certain duration is not a good idea…for both career growth & learning-exposure. • Credibility through contribution & who you are help. Benefitted from good referral by people in organization where I worked • All my job & organizational changes through networking/references. • To keep learning is critical. I did not struggle in new organizations. Mostly did well in interviews. But should have opted for more job rotations

  7. Types of career • Purely functional specialist with little or no managerial skill. Examples R & D. • Functional specialist with Managerial skill. Examples – QC Manager, Operation Manager… • Managerial skill with job knowledge. Examples – MBAs. • How good you are in basic managerial skill – communication, planning & execution, relationship-people skill. • Leadership ….

  8. Model for self development • Steps.. • Self assessment – what are my values, skill, interest.. • Opportunity analysis - what are opportunities? • Taking decision – what are my career goals • Continuous assessment.

  9. Model for self development; Dos • Do what you love or lean to love what you do • Why is the above so important? You can not perform consistently & persevere in the face of adversity. • Be a good learner. Open attitude & humility matter. Cup is always empty for Sachin. Newton thought he was collecting pebble… • Take ownership. Be a self starter, look at areas of influence & let go victim mentality. • Seek coaching & mentoring. Make your seniors your allies. • Net working…most jobs come from knowing people. Ensure you have a good track record to boast of.

  10. Career development cycle • Exploration stage • Establishment stage • Maintenance stage • Disengagement stage

  11. Organizational Practices • Open advertisement in case of vacancies – JSW • ONGC encourage employees switching from one to another depending on aptitude. From Production to Materials…

  12. HR Planning

  13. Managerial & Leadership Competencies – Self analysis • What are Behavior indicators or evidences for each of following. • Where do you stand in 1 to 10 point scale? • What are few areas you would like to focus next few months. All the following areas can be developed. How well you are using opportunities(what are they?) at IBS • Managerial & leadership competencies for Front Line Executive(Three Broad Areas) • How well I communicate. • How well I plan & organize • How effectively I relate to others • How well I influence or persuade others. • Am I a good learner. • How well I understand financial aspects & business. • How well I know my domain areas. • Do I listen well. • Am I good team player. • Am I self confident.

  14. Issues & Challenges in Careers • Suresh Menon – A case of specialist • Shabaz Ahmed

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