career path development
TRANSCRIPT
8/6/2019 Career Path Development
http://slidepdf.com/reader/full/career-path-development 1/23
CAREER PATHCAREER PATHDEVELOPMENTDEVELOPMENT
Presented by :
DIVINA GRACE U. SIANG
8/6/2019 Career Path Development
http://slidepdf.com/reader/full/career-path-development 2/23
- is a sequence of job positions involving similar typesof work and skills that employees move through inthe company (Noe.2008).
CAREER PATH
Human Resource Management.Milkovich. 1994
- objective description of sequential work
experiences as opposed to subjective individualfeelings about career progress, personaldevelopment, status, or satisfaction.
Human Resource Planning.Walker. 1980
- is a sequence of job assignments that lead to amore responsibility, with raises and promotions.
Human Resource Mgt. : An Experential Approach. John Bernardin.2003
8/6/2019 Career Path Development
http://slidepdf.com/reader/full/career-path-development 3/23
� Employees moved through patterned
sequence of positions or roles, usually
related to work content during their working
lives. (Walker.1980)
� Step by Step planned progression tied to
years of service
8/6/2019 Career Path Development
http://slidepdf.com/reader/full/career-path-development 4/23
� Plan job moves for high potential employees
to place them in a particular target job.� The organizations future workforce depends
on the projected passage of individuals
through ranks.Individual Perspective
� Is a sequence of jobs that he or she desires to
undertake in order to achieve personal andcareer goals.
8/6/2019 Career Path Development
http://slidepdf.com/reader/full/career-path-development 5/23
8/6/2019 Career Path Development
http://slidepdf.com/reader/full/career-path-development 6/23
Various career movement options are
displayed in as paths.
� Traditional Career Path emphasized
upward mobility in a single occupation or
functional area.
� New Career paths consists of TWIST AND
TURNS, not STRAIGHT and NARROW.
- lateral movements- regular rotation among work roles
8/6/2019 Career Path Development
http://slidepdf.com/reader/full/career-path-development 7/23
New or Alternative Path Characteristics :based on real world experiences and
individualized preferences.
1. They would include lateral and downward
possibilities as well as upward possibilities.
2. They would be tentative and responsive to changes
in organizational needs
3. They would be flexible enough to take into account
the qualities of individual
4. Each job along the paths would be specified in
terms of acquirable skills, knowledge, and other
specific attributes, not merely in terms of
educational credentials, age, or work experience.
8/6/2019 Career Path Development
http://slidepdf.com/reader/full/career-path-development 8/23
8/6/2019 Career Path Development
http://slidepdf.com/reader/full/career-path-development 9/23
� Lateral movements became important.
� Regular rotation among work roles including
downward and lateral moves is becoming a
norm.
8/6/2019 Career Path Development
http://slidepdf.com/reader/full/career-path-development 10/23
Dual Career Path System
� - Enables the employees to remain in a
technical carrier path or move into
management career path.
8/6/2019 Career Path Development
http://slidepdf.com/reader/full/career-path-development 11/23
8/6/2019 Career Path Development
http://slidepdf.com/reader/full/career-path-development 12/23
Career Development
a.) Training
b.) OJT
c.) Occupational Orientation
b.) Understudy
c.) Work exposuree.) Apprenticeship
8/6/2019 Career Path Development
http://slidepdf.com/reader/full/career-path-development 13/23
Training
� The term training refers to the acquisition of
knowledge, skills, and competencies as a result of
the teaching of vocational or practical skills and
knowledge that relate to specific usefulcompetencies.
� Some commentators use a similar term for
workplace learning to improve performance: training
and development.
8/6/2019 Career Path Development
http://slidepdf.com/reader/full/career-path-development 14/23
� One can generally categorize such training as
on-the-job or off-the-job:
� On-the-job training takes place in a normal
working situation, using the actual tools
equipment, documents or materials that
trainees will use when fully trained.
- OJT has a general reputation as most
effective for vocational work. concepts andideas.
8/6/2019 Career Path Development
http://slidepdf.com/reader/full/career-path-development 15/23
� Off -the-job training takes place away from
normal work situations. E.g. Lectures and
Conferences.
Off-the-job training has the advantage that it
allows people to get away from work and
concentrate more thoroughly on the training
itself. This type of training has proven more
effective in inculcating.
8/6/2019 Career Path Development
http://slidepdf.com/reader/full/career-path-development 16/23
On-the-Job Training
� More useful for skills training.
� Impt. Part of the managerial and supervisory devt.
� Ind. May attain a realistic understanding of the
workplace and develop appropriate work habits.Major OJTMethods
- coaching
- rotations
- transfers
- understudy
8/6/2019 Career Path Development
http://slidepdf.com/reader/full/career-path-development 17/23
Coaching� Involves frequent helping activities on the part of
a superior toward a subordinate.
� Coaches :
Are Managers who help employees growand improve their job competence on a day-
today basis.
Train employees to fill in during absences
and prepare them for promotion.
8/6/2019 Career Path Development
http://slidepdf.com/reader/full/career-path-development 18/23
Job Rotations and Transfers
� Are designed to prepare managers to take on
additional responsibilities by providing them with
experience in different areas of the firm.
� Considered Lateral Promotions : the manager is
places in a position that carries similar authority and
responsibility, but in a different part of the firm.
8/6/2019 Career Path Development
http://slidepdf.com/reader/full/career-path-development 19/23
Understudy
� Direct development undertaken from job rotation.
Its aim was to hone the skills of the employee in his
current field of expertise.
� Prepare of an associate to assume the
responsibilities of the manager, as a substitute or
replacement.
� Should be able to perform at about the same levelas the experienced manager.
8/6/2019 Career Path Development
http://slidepdf.com/reader/full/career-path-development 20/23
Work Exposure
- to provide a unique learning experience in a real
workplace setting. The length of the work
placements vary depending on the program.
- Students are expected to learn, develop and
demonstrate the high standards of behavior and
performance.
8/6/2019 Career Path Development
http://slidepdf.com/reader/full/career-path-development 21/23
Apprenticeship
DEFINED
Apprenticeship is a system of training a new
generation of practitioners of a skill.
Working in order to learn their trade, in
exchange for their continuing labour for
agreed period after they become skilled.
http://en.wikipedia.org/wiki/Apprenticeship
8/6/2019 Career Path Development
http://slidepdf.com/reader/full/career-path-development 22/23
Job Shadowing
� job shadowing involves spending a period of time
with a seasoned expert, observing everything that he
or she does that is related to the work that is
expected to be accomplished as part of the dailyroutine of the job.
� Involving one new employee to act as the observer,
and one person to function as the demonstrator, this
allows the new hire a chance to get a handle of whatis involved in performing the tasks associated with
the work.
8/6/2019 Career Path Development
http://slidepdf.com/reader/full/career-path-development 23/23
If you are going to besuccessful, you must have atotal commitment. Your job
doesnt end when everyone elseknocks off.
Bill Moss, Head of Banking and Property, Macquarie Bank