career planning, counseling and development

7/31/2019 Career Planning, Counseling and Development

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CAREER PLANNING, Counseling AND

DEVELOPMENT


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Introduction

Traditionally, career development referred toprograms offered by organizations to help

employees advance within the organization.

Today, each individual must take responsibilityfor his or her career.


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Introduction

Organizations now focus on matching the career

needs of employees with the requirements of

the organization.

While many organizations still invest in their

employees, they dont offer career security and

they cant meet the needs of everyone in a

diverse workforce.


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What is a Career? Definition

Job vs. Career JobWhat can I do now to make money?

CareerChosen Profession for your life. Requires a willingness toget the training needed to build your skills for the future.

A career is the work a person does. It is the sequence of jobsthat an individual has held throughout his or her working life

Pattern of work-related experiences that span the courseof a persons life.

Reflects any work, paid or unpaid.

Broad definition helpful in todays work environmentwhere employees and organizations have diverse needs.


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What is a Career?

Individual versus OrganizationalPerspective

Organizational career planning

Developing career ladders, trackingcareers, providing opportunities for

development.

Individual career development

Helping employees identify their goals

and steps to achieve them.


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What is a Career?

Career Development versus Employee

Development

Career developmentlooks at the long-term career

effectiveness and success of organizational

personnel.

Employee training and developmentfocuses on

performance in the immediate or intermediatetime frames. ?


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What is a Career?

Value for the Organization

1. Ensures needed talent will be available.

2. Improves the organization's ability to attract and

retain talented employees.3. Ensures that minorities and women get

opportunities for growth and development.

4. Reduces employee frustration.

5. Enhances cultural diversity.6. Promotes organizational goodwill.


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What is a Career?

Value for the Individual

Individuals externalcareer success is

measured by criteria such as:

progression up the hierarchy, type ofoccupation, long-term commitment, and

income.

Internalcareer success is measured by

the meaningfulness of ones work and

achievement of personal life goals.


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What is a Career?

Mentoring and Coaching

Effective coaches give guidance through direction,advice, criticism, and suggestion in an attempt to aid

the employees growth. Mentors are typically senior-level employees who:

support younger employees by vouching for them

answering for them in the highest circles

introducing them to others advising and guiding them through the corporate system


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What is a Career?

Mentoring and Coaching

Disadvantages include:

tendencies to perpetuate current styles and practices

reliance on the coachs ability to be a good teacher

Considerations for organizations:

coaching between employees who do not have a

reporting relationship

ways to effectively implement cross-gender mentoring


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SWOT ANALYSIS

YourStrengths

YourWeaknesses

Opportunitiesin Your Career Field

Threatsin Your Career Field

internal

External


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Strengths

Internal positive aspects that are under control

and upon which you manage

Work Experience

Education, including value-added features

Strong technical knowledge within your field

(e.g. hardware, software, programminglanguages)

Specific transferable skills (e.g.,

communication, teamwork, leadership skills

Personal characteristics (e.g., strong work ethic,

self-discipline, ability to work under pressure,

creativity, optimism, or a high level of energyGood contacts/successful networking

Interaction with professional organizations

y capitalize in planning

Weaknesses

Internal negative aspects that are under

your control and that you may plan

Lack of Work Experience

Low GPA, wrong major

Lack of goals, lack of self-knowledge, lack of

specific job knowledgeWeak technical knowledge

Weak skills (leadership, interpersonal,

communication, teamwork)

Weak job-hunting skills

Negative personal characteristics (e.g., poor

work ethic, lack of discipline, lack ofmotivation, indecisiveness, shyness, too

emotional

plan to improve
http://www.quintcareers.com/transferable_skills.htmlhttp://www.quintcareers.com/transferable_skills.html


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External

Opportunities

Positive external conditions that you do not

control but of which you can plan to takeadvantage

Positive trends in your field that will createmore jobs (e.g., growth, globalization,technological advances)

Opportunities you could have in the field by

enhancing your education

Field is particularly in need of your set of skills

Opportunities you could have through greaterself-knowledge, more specific job goals

Opportunities for advancement in your fieldOpportunities for professional development inyour field

Career path you've chosen provides uniqueopportunities

GeographyStrong network

ThreatsNegative external conditions that you donot control but the effect of which you may

be able to lessenNegative trends in your field that diminish

jobs (downsizing, obsolescence)Competition from your cohort of college

graduatesCompetitors with superior skills,

experience, knowledge

Competitors with better job-hunting skillsthan you

Competitors who went to schools withbetter reputations.

Obstacles in your way (e.g., lack of theadvanced education/training you need to

take advantage of opportunities)Limited advancement in your field,advancement is cut-throat andcompetitive

Limited professional development in yourfield, so it's hard to stay marketable

Companies are not hiring people with your

major/degree


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Goal Setting


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Goal Setting


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Traditional Career Stages


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Exploration

Includes school and early work

experiences, such as internships.

Involves:

trying out different fields

discovering likes and dislikes

forming attitudes toward work and

social relationship patterns


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Establishment

Includes:

search for work

getting first job

getting evidence of success or failure

Takes time and energy to find a niche and

to make your mark.


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Mid-Career

Challenged to remain productive

at work.

Employee may:

continue to grow

plateau (stay competent but not

ambitious)

deteriorate


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Late career

Successful elder states persons can enjoy

being respected for their judgment. Good

resource for teaching others. Those who have declined may experience

job insecurity.

Plateauing is expected; life off the job

increases in importance.


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Key terms in Career Planning

Career Goal Future positions one strives to reach inhis career

Career Path Sequential and progressive path or linethrough a series of right moves in the form ofpromotion

Career Anchors These are the basic drives acquiredby an individual during the socialization process whichurge him to take up certain type of career.

Career Progression Making progress into ones careerthrough a series of right moves in the form ofpromotion


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Career Choices and Preferences

Good career choice outcomes provide positive

self-concept and opportunity to do work we

think is important.


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Holland Vocational Preferences

Three major components

People have varying occupational preferences

If you think your work is important, you will be a

more productive employee

You will have more in common with people who

have similar interest patterns


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The Schein Anchors Personal value clusters determine what is

important to individuals. technical-functional competence

managerial competence security-stability

creativity

autonomy-independence

Success of person-job match determinesindividuals fit with the job.


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Jung and the Myers-Briggs Typologies

Four personality dimensions:

Extraversion-Introversion

Sensing-Intuitive

Thinking-Feeling

Judging-Perceiving


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Jung and the Myers-Briggs Typologies

Assessed by the Myers-Briggs Type Indicator

(MBTI) andidentify 16 different personality

types.

Job characteristics can be matched to

individual preferences.


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Enhancing Your Career

The individual holds primary responsibility for his/hercareer. Suggestions on how to do that are:


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CAREER DEVELOPMENT

Career Development consists of the personal actionsone undertakes to achieve a career plan.

Career Development and Employee Development aredifferent. Career development looks at the long termcareer effectiveness of employees whereas employeedevelopment focuses on effectiveness of anemployee in the immediate future.

The actions for career development may be initiatedby the individual himself or by the organisation.


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INDIVIDUAL CAREER DEVELOPMENT

Career progress and development is largely theoutcome of actions on the part of an individual.Important steps are:

Performance: Career progress rests largely onperformance. If the performance is sub-standard,even modest career goals cannot be achieved.

Exposure: Career development comes throughexposure, which implies becoming known to thosewho decide promotions, transfers and other careeropportunities.


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Contd

Networking: It implies professional andpersonal contacts that would help in strikinggood deals outside (eg. Lucrative job offers,

business deals.) Leveraging: Resigning to further ones career

with another employer is known asleveraging. However, jumping the jobs

frequently may not be a good career strategyin the long run.


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Contd

Loyalty to Career: Companies such as WIPRO,

NIIT, Infosys (all IT companies, where the

turnover ratio is very high) have come out

with a lucrative, innovative compensationpackages in addition to employee stock option

plans for those who remain with the company

for a specified period.


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Contd

Mentors and Sponsors: A mentor is, generally

an older person in a managerial role offering

informal career advice to junior employee.

They act as Role Models.

A sponsor is someone in the organization who

can create career development opportunities.


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Contd

Key Subordinates: Qualified and knowledgeable

subordinates, often extend invaluable help that

enables their bosses to come up in life.

Expand Ability: Employees who are career consciousmust prepare themselves for future opportunities

that may come their way internally or externally by

taking a series of proactive steps (Eg. Attending a

training program, acquiring a degree, updating skillsin an area.)


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ORGANISATIONAL CAREER DEVELOPMENT

The assistance from managers and HR department isequally important in achieving individual career goalsand meeting organisational needs. Tools andactivities for this purpose are:

Self Assessment Tools: Here the employees gothrough a process in which they think through theirlife roles, interests, skills and work attitudes andpreferences. They identify career goals, develop

suitable action plans and point out obstacles thatcome in the way.


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Contd

Individual Counselling: Employee counselling is aprocess whereby employees are guided inovercoming performance problems. It is usually donethrough face to face meetings between employee

and counsellor or coach.

Information Service: Employment opportunities atvarious levels are made known to employees throughinformation services of various kinds. Records of

employees skills, knowledge, experience andperformance indicate the possible candidates forfilling up such vacancies.


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Contd

For compiling and communicating career relatedinformation to employees organisations basically usefour methods: Job Posting System, Skills Inventory,Career Ladders and Career Paths and Career

Resource Center. Employee Assessment Programme: Initially a new

recruit is informed about career policies andprocedures of the company. Formal orientationprogrammes are used to educate employees on

career programmes, career paths and opportunitiesfor advancement within the company.


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Contd

Several assessment programmes are also used

to evaluate the employees potential for

growth and development in the organisation.

They include assessment center, in which anumber of performance simulation tests and

exercises are used to rate a candidates

potential, psychological testing, promotabilityforecasts and succession planning.


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Contd

Employee Developmental Programme: These

consists of skill assessment and training efforts

that organisations use to groom their

employees for future vacancies. Seminars,workshops, job rotations and mentoring

programmes are used to develop a broad base

of skills as a part of such developmentalactivities.


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Contd

Career Programmes for Special Groups: In recentyears there is a growing evidence regarding dualcareer families and growing tension owing to theirinability to reconcile the differences between family

roles and work demands. Therefore organisations areproviding a place and a procedure for discussing suchrole conflicts and coping strategies. They are comingout with schemes such as part time work, longparental leave, child care centers, flexible working

hours and promotions and transfers in tune with thedemands of dual career conflicts.

CAREER PLANNING PROCESS


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CAREER PLANNING PROCESS-

HYPERCITY

NEW JOINEE

EXTENSIVE TRAINING FOR 6 MONTHS

CERTIFICATION COURSE

EVALUATION TEST

PROMOTED TO NEXT LEVEL


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WORK CULTURE AT HYPERCITY

NEW JOINEE

EMPOWERMENT AND LEADERSHIP

FLAT HIERARCHY

NO REDTAPISM

PERFORMANCE APPRAISAL


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BELL CURVE PERFORMANCE ANALYSIS

HIGH PERFORMANCE

LOW PERFORMANCE


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EMPLOYEE

M

EMPLOYEE

X

EMPLOYEE

A

PERFORMANCE

PO

T

EN

T

I

A

L


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10 SMART CAREER PRINCIPLES

(1)Take responsibility for managing your career,

you own your career , your employer owns

your job

(2) When you are young you sell your

potential to employersas you

get older you convert that potential into

skills and experience and sell your

track record


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Contd

(3) The older and more experienced you

become the harder it becomes

to find a job that will progress your

career

(4) You will be accountable for everydecision you make about your career


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Contd

(5) Always aim to achieve forward

momentum in your career

(6) Always aim to develop experience that is

marketable

(7)Know when to take career risks and when to

consolidate


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Contd

(8) Your soft skills and personalcharacteristics are an important

ingredient in your career success

(9) Training and re-skilling should be a

lifetime practice

(10) Its better to be employable than

employed


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Career Planning is NOT

Leaving the decision to chance

Getting information and never deciding

Going along with someone elses plans

Its OUR future. WE need to make our

career decision!!

career planning, counseling and development

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