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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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Traditional Career Stages
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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Traditional Career Stages
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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Traditional Career Stages
Mid-Career
Challenged to remain productive
at work.
Employee may:
continue to grow
plateau (stay competent but not
ambitious)
deteriorate
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Traditional Career Stages
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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Career Choices and Preferences
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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Career Choices and Preferences
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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Career Choices and Preferences
Jung and the Myers-Briggs Typologies
Four personality dimensions:
Extraversion-Introversion
Sensing-Intuitive
Thinking-Feeling
Judging-Perceiving
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Career Choices and Preferences
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!!