Session3.

2 career management

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 After studying this chapter, you should be able to:

1. Compare employers’ traditional and career planning-

oriented HR focuses.
2. Explain the employee’s, manager’s, and employer’s career
development roles.
3. Describe the issues to consider when making promotion
decisions.
4. Describe the methods for enhancing diversity through
career management.
5. Answer the question: How can career development foster
employee commitment?

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 What Is A Career?
Traditional Career
Sequence of positions held within an occupation
Context of mobility is within an organization
Characteristic of the employee
Protean Career
Frequently changing based on changes in the
person and changes in the work environment
Employees take major responsibility for managing
their careers
Based on self-direction with the goal of
psychological success in one’s work

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 What Is Career Management?
 Career management is the process through which
employees:
Become aware of their own interests, values, strengths,
and weaknesses
Obtain information about job opportunities within the
company
Identify career goals
Establish action plans to achieve career goals

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 The Basics Of Career Management
Career Career
Management Development

Employees’
Careers

Career
Planning

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 A Model of Career Development
Career development is the process by which
employees progress through a series of stages
Each stage is characterized by a different set of
developmental tasks, activities, and relationships
There are four career stages:
Exploration
Establishment
Maintenance
Disengagement

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 A Model of Career Development (continued)
Exploration Establishment Maintenance Disengagement
Developmental Identify interests, Advancement, Hold on to Retirement
tasks skills, fit between growth, security, accomplishments, planning, change
self and work develop life style update skills balance between
work and non-
work
Activities Helping Making Training Phasing out of
Learning independent Sponsoring work
Following contributions Policy making
directions
Relationships to Apprentice Colleague Mentor Sponsor
other
employees
Typical age Less than 30 30 – 45 45 – 60 61+
Years on job Less than 2 years 2 – 10 years More than 10 years More than 10
years
 The Employer’s Role in
Career Development

Realistic Job
Previews

Networking and Challenging First

Interactions Jobs
Employer’s
Role
Career-Oriented
Mentoring
Appraisals

Job
Rotation

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 Managing Promotions and Transfers

Making Promotion
Decisions

Decision 1: Decision 2: Decision 3: Decision 4:

Is Seniority or How Should We Is the Process Vertical,
Competence the Measure Formal or Horizontal, or
Rule? Competence? Informal? Other?

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 Taking Steps to Enhance Diversity: Women’s and
Minorities’ Prospects

Take Their
Career Interests
Seriously

Institute Flexible Eliminate

Schedules and Institutional
Career Tracks Barriers

Improve
Eliminate the
Networking and
Glass Ceiling
Mentoring
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 Career Management and Employee
Commitment

Comparing Yesterday’s and Today’s

Employee-Employer Contract

Old Contract: New Contract:

“Do your best and be loyal to us, and
we’ll take care of your career.”
“Do your best for us and be loyal to us
for as long as you’re here, and we’ll
provide you with the developmental
opportunities you’ll need to move on
and have a successful career.”

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 Career Management and
Employee Commitment (cont’d)

Commitment-oriented
career development
efforts

Career
Career-Oriented
Development
Appraisals
Programs

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 Career Management and
Employee Commitment (cont’d)

Commitment-
Career Oriented
Career-Oriented
Development Career Appraisals
Programs Development
Efforts

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 Attracting and Retaining Older Workers

Create a Culture that

Honors Experience

HR Practices
for Older Offer Flexible Work
Workers

Offer Part-Time Work

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 Identify Your Career Anchors
Technical/
Functional
Competence

Managerial
Security
Competence

Autonomy and
Creativity
Independence

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 KEY TERMS

career preretirement counseling

career management career cycle
career development growth stage
career planning exploration stage
career planning and development establishment stage
reality shock trial substage
job rotation stabilization substage
mentoring midcareer crisis substage
promotions maintenance stage
transfers decline stage
retirement career anchors

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