career+management 1

8/6/2019 Career+Management 1

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A career is a sequence of positions held by a person

during the course of lifetime. It comprises of a series

of work related activities that provide continuity,

order and meaning to persons life. (Flipp, p.248)

To some people career means advancement. As

such, jobs offerings little chance for advancement

would not be careers. The underlying assumption is

that a person can shape his destiny through a series

of well planned and well timed, positive moves.

However it must be stated here as a word of caution,

mere planning does not ensure career success. A

persons career is shaped by many complex factors,

e.g. performance, education, experience, influential

parents, caste links and a certain amount of luck. As

Davis stated, when people rely largely on luck,

however they seldom are prepared for the career

opportunities that arise. Successful people identify

there career goals, plan and then take action. For

them luck occurs when opportunity meets

preparation.


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TERMINOLOGY

1)

CAREER :- A career is all the jobs that are heldduring ones working life.

2) CAREER GOALS :- Future positions one tries to

reach as part of career.

3) CAREER PATH :- These are flexible lines of

progression through which employees typically

moves.

4) CAREER PLANNING :- The process by which one

selects career goals and the path to these goals.

5) CAREER DEVELOPMENT :- The personal actions

one undertakes to achieve a career plan.

6) CAREER PLANNING AND DEVELOPMENT :-Extending help to employees to form realistic

career goals and the opportunities to realize

them.

7) CAREER COUNSELLING :- The process of advising

employees on setting career goals and assisting

them find suitable career path.

8) CAREER MANAGEMENT :- It is the continuing

process of setting career goals, formulating and


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implementing strategies for reaching the goals

and monitoring the results.


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CAREER STAGES

A career includes many positions, stages and

transitions just as a persons life does. It can be

easily understood if we think of a career consisting

of several stages. Most of us has gone or will go

through the under mentioned five stages.

1) EXPLORATION :-

This is the career stage that usually end in

ones mid-twenties as one makes the transition

from college to work. From an organizational stand

point, this stage has least relevance as it takes

place prior to employment. However, the

organizational can still track the mind of youngpeople by offering internship to them or offering

on-the-job training to bright students.

2) ESTABILSHMENT :-

This is he career stage where one begins the

search for work and pick up the first job. It includes

the first experience on the job, peer group

evaluation, personal tension and anxiety that

confront a person trying to make his mark. This


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period is characterized by committing mistake,

learning from those mistakes and assuming

increased responsibilities.

3) MID-CAREER :-

It is the stage that is typically reached

between the age of 35 and 50. At this point, one

may continue to show improved performance,

level off or begin to decline, one is no longer

viewed as a learner. Mistakes committed by one

would be viewed seriously and may invite

penalties as well. If one is good enough, one may

grow and turn around good results. At this stage if

one cannot show reasonable good performance,

organizations show them the door or shift them to

less important jobs,

4) LATE CAREER :-

This is the stage where one relaxes a bit and

plays the part of an elder states person. For those

who continue to grow through the mid-career


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stage this is the time to command respect from

younger employees. His/her varied experiences

and judgment are greatly valued and your word

will carry weight, undoubtedly, you can teach

others and share your experience with others. But

for those who have stagnated or deteriorated

during the previous stage the late career brings

the reality that they are no longer required to run

the race.

5) LATE STAGE :-

During this stage a persons attention may

turn to retirement.


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FACTORS RESPONSIBLE FOR CHOOSING

CAREER

According to Hall four general individual

characteristics influence how people make career

choices.

1) Interest :- People tend to go after career that

they believe match their interest.


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Career planning is the process by which one

selects career goals and the path to these goals.

The major focus of career planning is on assisting

the employees achieve a better match between

personal goals and opportunities that are

realistically available in the organization. Career

planning efforts need to pin point and highlight

those areas that offer psychological success

instead of vertical growth.

Career planning is not an event in itself, but a

continuous process of developing human resources

for achieving optimal results. It must however be

noted that individual and organizational careers

are not separate and distinct. Organizations,

therefore should help employees in career

planning so that both can satisfy each other needs.


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NEED FOR CAREER PLANNING

Every employee has desire to grow and scale new

heights in his workplace continuously. If there are

enough opportunities, he can pursue his career

goals and exploit his potential fully, he feel highly

motivated. The individuals personal goals must be

compatible with the organizational goals. But

unfortunately, as pointed out by John Leach,

organizations do not pay adequate attention to this

aspect in actual practice. The demands ofemployees are knot matched with organizational

needs, which ultimately disheartened the

employees. So, in the absence of career planning

is going to make a big difference to both the

employees and the organizations. If employees do

not get right breaks at he right time, there moral

will be low and they are always on there toes

trying to find escape routes.


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OBJECTIVES OF CAREER PLANNING

1) Attract and retain talents by offering career

and not jobs.

2) Use human resource effectively and achieve

greater productivity.3) Reduce employee turnover,

4) Improve employee morale and motivation.

5) Meet immediate and future human resource

need of the organization on timely basis.


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STEPS IN CAREER PLANNING

1. Identifying individual needs and

aspirations :-

Most individuals do not have a clear cut ideaabout there career aspitations, anchors and goals.

The human resourse proffessionals must therefore

help an employee and provide as much

information as much possible about his work. The

basic purpose of such an exercise is to help an

employee form a clear view about what he should

do to bulid his career within the company. To

assist employees in a better way, organization

construct a data bank consisting of information


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with the career history, skills evaluation and career

preferances of his employees (known as skill or

talent inventory).

2) Analysing career opportunity :-

Ones need and aspiration of employees are

known the organization has to provide carer path

for each position. Career path show progression

posibility clearly.

3) Alining needs and opportunities :- After employees have identified there needs

and have released the existance of career

opportunities, the remaining problem in of alining

them. This process consists of two steps

i. Identify the potencial of employees and then

undertake career development programms,

with the view to align employees needs and

organizational opportunities. Performance


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appraisal or potencial appraisal can be used

as potence identifying tools.

ii. After identifying the potence of employees

certain development technique such as

special assignment, plans, position, rotation

supervisory coatching, job enrichment, under

study programms can be undertaken to

upgrade employees knowledge and skills.

4) Action plans and periodic review :-

The whole career management process of any

employees must be review periodically and if

necessary flexible action must be taken up.


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CAREER DEVELOPMENT

Career development consists of the personnal action

to achieve a career plan. Career development

looks at the long term career effectiveness of

the employees. The actions for career

development may be initiated by the individual

himself or by the organization.

Individual career deevlopment :-

Some of the important steps that can help an

individual cross the hurdles on the way up may

include

i. Performance :- If the performance is good career

goals can easily be achieved.

ii. Exposure :- One must undertake actions that

to attract the attention of those

who matte most in an organization,

i.e. the exposure of ones activities.

iii. Liveraging :- Designing to further onescareer with another employees is

known as liveraging.


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iv. Loyalty to career :- One muat be loyal to his or

her work with a perticular

organization as long as it help

his/her career in long terms.

v. Mentors and sponsers :- Mentors takes junior

employees under his/her pro and

offer advice and guidence and how

to survive and get ahead in the

organization. They act as role

models. A sponser on the other

hand is someone in the

organization who can create career

development opportunities.

vi. Expand ability :- Employees who are career

concious must prepare themselves

for future opportunities that may

come there way internally or

externally by taking a series of

proactive steps.

Organizational career development :-

The assistance from managers and humanresourse

development is equally important in achieving career


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goals and meeting organizational needs. The

following tools are used in this manner

i. Self assessmient tools :- Here the employees go

through the process in which

they think through about

ther life roles, interest, skills

and work attitude and

preferences. They identify

career goals, develop

suitable action plans and

point out obstracles that

comne in the way. Normally

career planning work sharp

or career work book are

used in this regard.

ii. Individual counselling :- employees councelling

is the process whereby

employees are guided in

overcomming performance

problems. It is usually done

through face to face

meeting between the


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employees and the

councellor or coach.

iii. Information services :- Employment oportunity

at vatious level must be

communicated to the

employees through

information services of

various kinds. For co and

communicating career

related information to

employees organization

basically use four methods

job posting system, skills

inventory, career ladders

and career paths, career

resource centre.

iv. Employee assessment :- Several assessment

programms are used to

evaluate the employees

potentialfor group and

development in the

owrganization. They include

assessment centre,


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psychological testing,

promote ability forecastand

succession planning.

v. Employee development programm :- These

consists of skills assessment

and training efforts that

organization use to groom

there employees for future

vacencies.

CAREER MANAGEMENT

Career management includes both organizational

actions and individual efforts aimed at setting career

goals, formulating amd implementing strategies and

monitoring then results (Greenhaus ). A balance

approach to career management includes both

individual career planning and organizational

initiatives to balance career goals and organizational

needs.

Every organization should develop career path

modules for its each deciplines. The career path


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modules have been evaluated to provide direction to

the career progression. It should form the basis for

placement, transfer and rotation so that the

employees are prepared for higher responsibilities

and the experience they gain becomes stimulative

rather repetative.

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