HRM

Name: PRAKHAR ASWANI

Enrollment No.: 03414988820

Date: 27th November, 2021

Q.1. Differentiate between job and career. Explain with examples the different stages of
career management and illustrate the role of the employees and that of the organization in
managing the career of employees to the satisfaction of both.

Answer:

Difference between Job and Career.

BASIS JOB CAREER

Meaning A job is an activity or task performed by A career can be defined as a journey of

an individual to earn livelihood. the work life of an individual.

Exchange Time for money. Time for pursuing your lifelong

of ambition.

Concept A means to fulfill the needs. An end in itself.

Duration Short term Long term

Requires Education and other skills. Training in a specific field.

Focus on Regular income and job safety Innovation, learning more, taking risks.

Career management is conscious planning of one’s activities and engagements in the jobs
one undertakes in the course of his life for better fulfilment, growth and financial stability. It
is a sequential process that starts from an understanding of oneself and encompasses
occupational awareness.

Stages in career management are:

1. Exploration: A career stage that usually ends in the mid-twenties as one makes the
transition from school/college to work-
i. It has least relevance to organizations as it occurs prior to employment.

ii. People develop expectations about their careers which are mostly unrealistic.

iii. Successful exploration involves trying a lot of potential fields.

2. Establishment: A career stage in which a person finds his/her first job-

i. This period includes accepting the first job, being accepted by the colleagues, learning the
job and gaining first experience of success or failure in the real world.

ii. This stage starts with uncertainties and anxieties.

iii. This period is dominated by two problems viz., finding a niche and making one’s mark.
Finding a niche, that is, finding the right job may take time for many.

3. Mid-Career: It is a career stage shown by continuous improvement in performance,

levelling off in performance or beginning deterioration of performance-

i. Many people do not experience career problems until they reach the mid-career stage.

ii. Being continuously productive after reaching this stage is difficult for some people. Those
employees who maintain their status quo without further advancement cannot be called
failures, they are plateaued.

iii. Plateaued mid-career employees can be highly productive, though some of them may not
be assertive or ambitious they are technically competent.

4. Late Career Stage: A career stage where the employees experience a pleasant time and
enjoy by resting on their laurels. Late-career individuals do not bother to outdo their
previous performance. Their value mostly lies in their judgement built over the years
through varied experiences.

5. Decline (Late Stage): This is the stage at the end of one’s career, usually marked by
retirement-

i. It is a difficult stage to experience for any one, particularly for those who experienced
successes in the earlier stages. The successful may find it difficult to come out of the
lime-light. For plateaued people, it is easy to switch over to other activities.
ii. Whether one had a successful or unsuccessful career, adjustment to retirement is a
difficult process. It is a challenging task. Nevertheless, those who are physically fit and
willing to take up jobs after retirement look at retirement as a chance to do different
activities.

Role of the employees and that of the organization in managing the career of employees to
the satisfaction of both:

Employee Roles:

The role of the employee is to put their personal and organizational resources into action to
the best of their ability. Successful results depend on the employees’ ability to recognize
personal growth opportunities, make known to their employers their talents and goals, plan
for career advancement, and be committed to their organizations.

The success of employees depends upon the responsibility taken for their own career
planning, development, and change. The values of each of these must be fully understood to
be beneficial/effective.

Organisation roles:

Organisation has to encourage employees to participate in performance management and

customer satisfaction. This is accomplished by creating and implementing a system that
identifies competencies, established goals, and projects the expected outcome. Establishing
a problem solving procedure and setting standards for employee performance are two
crucial strategies for the improvement of organizational performance.

Q.2. Some people believe that there are few (if any) risks associated with working in
non-manufacturing work environments like in a restaurant, hospital etc. What do you tell
these people to convince them of the potential safety and health hazards in these work
sites?

Non-manufacturing work environment generally includes the work environment in hospitals,

hotels, counseling centres etc., to put in simple words, the service sector. The people are
under the impression that the employees of the non-manufacturing sector are subjected to
work environment risks. There can be many reasons for such a conclusion, to mention a few;
the people working in hospitals are more prone to contaminable disease and needle stick
injuries.

People working in hotels are prone to loss of sleep due to late night assignments. These risks
can be eliminated by implementing the methods to reduce or zero down the risks. The
nurses or doctors can be made feel safe by implementation of safety measures such as
improving the quality of the workplace, maintaining the cleanliness, first aid tools, and
emergency treatments. Same way the restaurants can also have prescribed work hours,
following all the safety measures that can mitigate the risk that may arise in the work
environment.

The people who are under the impression that the non-manufacturing environment poses
many risks should note the point that the manufacturing units pose more accidents and
casualties than non-manufacturing. The UK government has reported 3% of people believe
that their illness is caused by their work environment on the nation. Out of 80000 people
responds to a research, 31% believe that their depression, anxiety and stress is caused by
their workplace, 48% believe that their musculoskeletal problems are caused by workplace
and 21% believe they are caused by other factors.

The people who opine that the non-manufacturing work environment poses more risk
should also know that the non-manufacturing sector contributes about 52.97% of total
India's GVA of 115.50 lakh crore Indian rupees or 64% of India's GDP in FY 2020-21.

Strategies to eliminate the risks at non-manufacturing environment:

1. Elimination: Elimination of hazards refers to the total removal of the hazards and
hence effectively making all the identified possible accidents and ill health
impossible.

2. Substitution: substitution means replacing the risk by the risk that poses relatively
less hazard.

3. Engineering control: construction of barriers between the risk factor and the
employees
4. Administrative Control: instruct the employees the instructions to avoid hazards and
make the employee adhere to them.

5. Personal Preventive Equipment (PPE): This strategy includes the erection of control
measures which can be used by the employee personally.