Scribd
Upload
29 views

Career MGT

The document discusses managing careers over the course of a person's life, including exploring career options, establishing oneself in a career, developing through mid-career stages, preparing for late-career and retirement, and considering both individual and organizational perspectives on career development and management. It also outlines different career stages people typically progress through and provides suggestions for career choice, planning, and managing one's career path over the long term.

Uploaded by

fahadfiaz
Copyright
© © All Rights Reserved
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
29 views

Career MGT

The document discusses managing careers over the course of a person's life, including exploring career options, establishing oneself in a career, developing through mid-career stages, preparing for late-career and retirement, and considering both individual and organizational perspectives on career development and management. It also outlines different career stages people typically progress through and provides suggestions for career choice, planning, and managing one's career path over the long term.

Uploaded by

fahadfiaz
Copyright
© © All Rights Reserved
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
You are on page 1/ 18

MANAGING CAREERS

What is a CAREER ?

The pattern of work related experiences that


span the course of a persons life.
Career success is defined not only
objectively in terms of promotion but also
subjectively in terms of satisfaction
INDIVIDUAL VS ORGANIZATIONAL
PERSPECTIVE
From an organizational viewpoint, career
development involves tracking career paths
and developing career ladders.
HRM seeks information to direct and to
monitor the progress of special groups of
employees, and to ensure that capable
professional, managerial, and technical talent
will be available to meet the organizations
needs
INDIVIDUAL VS ORGANIZATIONAL
PERSPECTIVE
Individual career development, focuses on
assisting individuals to identify their major goals
and to determine what they need to do to achieve
these goals.

Individual career development addresses each


individuals personal work career.
CAREER DEVELOPMENT VS EMPLOYEE
DEVELOPMENT

Career development looks at the long-term career


effectiveness and success of organizational personnel
while employee development focuses on work
effectiveness or performance in the immediate or
intermediate time frames.
CAREER DEVELOPMENT: VALUE FOR
THE ORGANIZATION
Ensures Needed Talent Will Be Available
To Attract and Retain Highly Talented
Employees
Equal Employment Opportunities
Reduces Employee Frustration
Enhances Culture Diversity
Promotes Organizational Goodwill
CAREER STAGES

Exploration Period
Establishment Period
Mid-Career
Late-Career
Decline
EXPLORATION PERIOD
Transition from school to work.
Number of expectations about ones career
are developed.
In the exploration stage we form our
attitudes toward work and our dominant
social relationship patterns.
Exploration is preparation for work.
ESTABLISHMENT PERIOD
Getting ones first job, being accepted by peers,
learning the job and gaining the first tangible
evidence of success or failure in the real world.
Finding the right job takes time.
Making your marks, is characterized by making
mistakes, learning from those mistakes, and
assuming increased responsibilities.
This stage is experienced as going uphill
MID-CAREER
Continuous improvement in performance, leveling
off in performance, or the beginning of
deterioration of performance.
The challenge of remaining productive at work is a
major challenge.
Maintenance, or holding onto what you have, is
another outcome of the mid-career stage.
Plateau phase
MID-CAREER
The third option for mid-career deals with the
employee whose performance begins to
deteriorate. This stage for this kind of employee is
characterized by loss of both interest and
productivity at work.
Organizations are often limited to relegating such
individuals to less conspicuous jobs, reprimanding
them, demoting them, or severing them from the
organization altogether.
LATE-CAREER
no longer learning

Value to the organization typically lies heavily in their judgment, built


up over many years
Can teach others based on the knowledge they have gained.
Look forward to retirement and the opportunities of doing something
different.
Plateauing is negative during mid-career. Infact, it is expected at late
career.
DECLINE (LAST STAGE)
Marked by retirement.
This stage is hardest on those who have had
continued successes in the earlier stages.
For those who have seen their performance
deteriorate over the years, it may be a pleasant
time; the frustrations that have been associated
with work are left behind. For the plateau, it is
probably an easier transition to other life activities.
CAREER STAGES
SUGGESTIONS FOR MANAGING CAREER

The best career choice is the one that offers the best
match between you want out of life and what you need.
Good career choice outcomes should result in a series of
positions that give you an opportunity to be a good
performer, lead to highly satisfying work, and give you the
proper balance between work and personal life.
A good career match is one is which you are able to
develop a positive self-concept, to do work that you think is
important, and to lead the kind of life you desire.
Identifying this is referred to as career planning.
CAREER CHOICE &
PREFERENCES
Holland Vocational Preference Model
Realistic
Investigative
Artistic
Social
Enterprising
Conventional
- Schein Anchors (2/3 rule)
SUGGESTIONS FOR
MANAGING CAREER
Some useful suggestions are as follows:
Select your first job judiciously (In power game)
Participate in an Internship
Do good work (Not guarantee but essential)
Present the right image
Learn the power structure
Gain control of organizational resources
Do not stay too long in your first job
SUGGESTIONS FOR
MANAGING CAREER
Stay visible
Find a mentor
Support your boss
Stay mobile
Keep your skills current
Develop a network

You might also like