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Presented by
Jerom Jose
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A career denotes all the jobs that are heldduring ones working life.
A career denotes a succession of related jobs, arranged in a hierarchy of prestige,
through which persons move in an ordered,predictable sequence
(Wilensky)
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It denotes the personal actions oneundertakes to achieve the career goals.
Career development is indispensable for
implementing career plans. It consists of activities undertaken by
individual employees and the organizationto meet career aspirations and job
requirements
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I. Challenging initial jobs
II. Dissemination of career optioninformation
III. Job postingsIV. Assessment centre's
V. Continuing education and training
VI. Career development workshops
VII. Periodic job changes
VIII. Sabbaticals(Leave granted at intervals)
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Concept is based on the employees whoreceive challenging job assignments early
in their career do better on later jobs. Successful meeting of initial challenges
stimulates the person to perform well in thesubsequent years.
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The manger identifies the career paths of
successful employees within theorganization.
The information gathered is make available
to all employees in the organization.
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Job posting provides a channel by which theorganization lets employees know what jobs
are available and , for future reference and, requirements. This consists of the abilities, experience,
and seniority requirements to qualify for
vacancies.
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The way by which, mangers obtainobservable evidence of individuals ability to
do certain jobs. More importance is given to performanceappraisal.
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Bringing together the groups of employeeswith their supervisors and managers underone roof.
Identifies the problems and mismatchesamong them.
Resolves the problem.
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Job changes can be in the form of verticalpromotion , lateral transfers or
assignments. Varied experiences build confidence and
provide +ve feedback . Encourages the employees to accept new
challenges and greater responsibilities.
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Means leave granted at intervals. Leave granted for attending executive
development conferences, uninterruptedreading , and accepting lectureship inuniversities, etc.
Enhances individuals career development.
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I. Career Performance
II. Career Attitudes
III. Career Identity
IV. Career Adaptability
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This is judged by the level of objectivesuccess and the level of psychologicalsuccess.
Objective success consists of commonmeasure of success, such as pay, reputationand high office in organization.
Psychological success occurs when self
esteem increases. Psychological success is linked towards
objective success.
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This indicates specific individual attitudestowards work.
Attitudes are about work itself, jobsatisfaction, level of achievement, etc. Begins at early in life before a person has a job and shapes the persons work
experiences.
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Individual identity is the unique way by which
a person believes he or she fits into the world. Career identity is the particular facet of a
persons identity related to occupation
activities.
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This is individuals willingness and capacity
to change occupations and or the worksetting in order to maintain his or herstandards of career progress.
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I. Exploration
II. Establishment
III. Mid-Career
IV. Late-CareerV. Decline
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Represents pre-employment stage. Ends for most individuals in mid-twenties.
Directions by the parents, teachers, friends,film, mass media etc has great influences. In this period the number of expectations of
ones career is developed.
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This stage covers about 10 years from theage of 25.
In this stage the individual tries to getsettled in some organization.
Consists of uncertainties and anxieties, andincreased responsibilities.
During this stage person tries to establish a
place in society & work for careeradvancement.
Junior- senior status.
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Stage between age of 35 & 45.
This stage is highly problematic andstressful. Search for new life goals. Get greater responsibilities and attractive
and appreciable rewards.
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Stage continues for about 20 years frommid- forties.
Career graph of an individual may becharacterized by growth and stagnation. Decreased work mobility and will be locked
in their current jobs.
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Stage after the age of 65.
Individual is forced to step out. High achievers are teased by inactivity and
non-creativity. Retirement in imminent.
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I. Mobility
II. Career and Family
III. Dual-Career Family
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Do not stay in one position and not even ina single organization.
Lateral moves are made which may beinternal or external. Results in mid-life crisis. Counseling can over come the mid-life
crisis.
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Professional men tend to reduce attention athome as a result of work responsibilities.
Problems in family will affect the efficiencyand behavior of work.
Professional women faces conflict betweenwork and home responsibilities.
This problem can overcome through
successful selection of mentors byindividuals.
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Now-a-days both partners in family pursueprofessional careers.
Husband-wife pairs experiences conflictbetween their work & family responsibilities. Effective time management and willingness
for adjustment helps to overcome this
problem.
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T.N CHABRA HUMAN RESOURCEMANAGEMENT PAGE NO:277-290
L.M PRASAD HUMAN RESOURCEMANAGEMENT PAGE NO:332-336
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