© 2008 by Prentice Hall7A-1 Human Resource Management 10 th Edition Appendix Chapter 7 CAREER PLANNING AND DEVELOPMENT.

© 2008 by Prentice Hall 7A-1

Human Resource Management 10th Edition

Appendix Chapter 7 CAREER PLANNING AND

DEVELOPMENT

© 2008 by Prentice Hall 7A-2

Career Planning and Development Definitions

• Career - General course that a person chooses to pursue throughout working life

• Career planning - Ongoing process whereby individual sets career goals and identifies means to achieve them

• Organizational career planning - Firm identifies paths and activities for individual employees as they develop

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Career Planning and Development Definitions (Cont.)

• Career path - Flexible line of movement through which employee may move during employment with company

• Career development - Formal approach used by organization to help people acquire skills and experiences needed to perform current and future jobs

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Career Planning

• Process where plan life’s work

• Evaluates abilities and interests

• Considers alternative career planning

• Establishes goals

• Plans developmental activities

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Individual Career Planning: The Self-Assessment

• Process of learning about oneself• Realistic self-assessment may help

person avoid mistakes • Getting to know yourself is not a singular

event • Should be viewed as continuous process • primary responsibility for career planning

rests with the individual

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Strength/Weakness Balance Sheet

• Self-evaluation procedure, developed originally by Benjamin Franklin that assists people in becoming aware of strengths and weaknesses

• Individual lists strengths and weaknesses as he or she perceives them

• Perception of weakness often becomes a self-fulfilling prophecy

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Likes and Dislikes Survey

• Assists individuals in recognizing restrictions they place on themselves

• Looking for qualities you want in job and attributes of job you do not want

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Using the Web for Self-Assessment Assistance

• Valuable information available

• Some sites free, others charge modest fee

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Using the Web for Career Planning Assistance

• Large amount of free information available

• Develop and maintain a professional network

• Investigate specific companies

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Organizational Career Planning

Planned succession of jobs worked out by a firm to develop its employees

Begins with a person’s job placement and initial orientation

Organizational career planning must closely parallel individual career planning if a firm is to retain its best and brightest workers

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Objectives Organizational Career Planning Expected to Achieve

• Effective development of available talent

• Self-appraisal opportunities for employees considering new or nontraditional career paths

• Development of career paths that cut across divisions and geographic locations

• Demonstration of a tangible commitment to EEO and affirmative action

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Objectives Organizational Career Planning Expected to Achieve

(Cont.)• Satisfaction of employees’ specific

development needs

• Improvement of performance

• Increased employee loyalty and motivation

• Method of determining training and development needs

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Career Paths

• Traditional career path• Network career path

• Lateral skill path• Dual career path

• Adding value to your career• Demotion

• Free agents (being own boss)

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Traditional Career Path

Employee progresses vertically upward in organization from one specific job to the next

Not as viable a career path option today

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Network Career Path

• Both vertical job sequence and horizontal opportunities

• Recognize experience interchangeable at certain levels and broad experience at one level needed before promotion to next level

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Lateral Skill Path

• Lateral moves within company• Employee becomes revitalized

and finds new challenges• No pay or promotion involved• Opportunity to develop new

skills

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Dual Career Path

Technical specialists contribute expertise without having to become managers

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Adding Value to Retain Present Job

• Workers view themselves as independent contractors who must constantly improve their skills to continually add value to organization

• Workers need to develop own plan

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Demotion

• A more realistic option today with limited promotional opportunities and the fast pace of technological change

• Senior employee can escape unwanted stress without being a failure

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Free Agents

Take charge of all or part of career by being own boss or working for others in ways that fit particular needs or wants

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Career Planning and Development Methods

• Manager/Employee Self-Service

• Discussion with knowledgeable individuals

• Company material

• Performance appraisal system

• Workshops

• Personal development plans

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Developing Unique Segments of the Workforce

• Baby Boomers

• Developing Generation X employees

• Developing the new factory workers

• Generation Y -- As Future Employees

• Generation I -- As Future Employees

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Baby Boomers• People born between

just after World War II through the mid-1960s

• Corporate downsizing in the 1980s and 1990s cast aside millions of baby boomers

• Now returning• Do not appear ready to

retire

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Generation X Employees

• Label affixed to the 40 million American workers born between the mid-1960s and late 1970

• Xers careers not founded on relationship with any one employer

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The New Factory Worker

• Life on factory line requires more brains than brawn

• Laborers identifying skills and educational strengths and weaknesses and adaptability

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Generation Y -- As Present and Future Employees

• People born between the late 1970s and early 1990s

• Never wound a watch, dialed a rotary phone, or plunked the keys of a manual typewriter

• Leading edge of generation that will be richest, smartest and savviest ever

• Often referred to as the echo boomers, and nexters

• Want a workplace that is both fun and rewarding

• Childhoods have been short-lived

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Generation I -- As Future Employees

• Bill Gates, chairman of Microsoft Corporation, referred to children born after 1994 as Generation I

• First generation to grow up with Internet

• Internet will change Generation I’s world as much as television transformed world after World War II

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