Top Banner
Career Planning Need for it and factors affecting …
26
Welcome message from author
This document is posted to help you gain knowledge. Please leave a comment to let me know what you think about it! Share it to your friends and learn new things together.
Transcript
Page 1: Career Planning

Career Planning

Need for it and factors affecting …

Page 2: Career Planning

Career

Career is a sequence of positions held by a person during the course of a life time.

Career Stages• Exploration

• Establishment

• Maintenance

• Disengagement

Page 3: Career Planning

CAREER LIFECYCLE

Five aspects of Career Life cycle

LEARNING STAGE

+ Needs to make Technical / Functional Skill

Guide + ( Right Industry / Professional Learning Opportunities )

Page 4: Career Planning

DEMONSTRATION STAGE + He / She demonstrates his competencies

and begins to be Notified + This usually puts him into a certain carrier

track and he begins to signal his potential for Leadership or other roles

Guide + Learning Opportunities, Opportunities to demonstrate Performance

CAREER LIFECYCLE

Page 5: Career Planning

CAREER LIFECYCLE

KEY CONTRIBUTOR STAGE

+ He is fully matured at his role and is a critical part of them that drives results and is a an important influencer or decision maker in his area.

Guide + Role Growth opportunities

Page 6: Career Planning

CAREER LIFECYCLE

PEAK STAGE

He is able to build on all his competencies and experience to play the maximum role he can in his career

Guide + Role Opportunities to make noticeable impact

Page 7: Career Planning

WINDING DOWN STAGE + When individuals begin to think of life

beyond just a professional career. Personal views of success and satisfaction are more important parameters in making career choices.

Guide + Job Satisfaction

CAREER LIFECYCLE

Page 8: Career Planning

CAREER LIFECYCLE

Compensation and Career growth are a function of the individual’s competencies first and being in a right place that enables deploying those competencies successfully

Planning a career therefore means first acquiring the competencies that are relevant for the desired career path

Page 9: Career Planning

CAREER PATH

- It is the sequential pattern of jobs that form a career

Career goals

They are the future positions that an individual strives to reach as part of career

Page 10: Career Planning

CAREER PLANNING

It is the process by which an individual selects career goals and path to these goals.

1. Individual career planning

2. Organization career planning.

Page 11: Career Planning

Career Planning and DevelopmentA.

1. Does it make sense to speak of career planning in today’s business climate?

2. Why is career planning important?

3. Who is responsible for career planning?

Page 12: Career Planning

BENEFITS OF CAREER PLANNING TO AN OGANIZATION.

1. Ensures availability of resources for future. 2. Enhances organization stability to attract

and retain talent. 3. Ensures growth opportunity for all. 4. Handles employee frustrations

Page 13: Career Planning

CAREER ANCHORS

Proposed by Edgar Schein. These are the basic attitudinal characteristics that guide people throughout their careers. Formed at early stages of life.

Technical/functional competence Managerial competence Security and stability Entrepreneurial / creativity Autonomy and independence

Page 14: Career Planning

Technical/functional competence

Characteristics:• Excited by work itself

• Willing to forgo promotions

• Dislikes general management and corporate politics

Typical career paths:• Research oriented positions

• Technical jobs

• Specialized consulting and project management

Page 15: Career Planning

Managerial competence

Characteristics:• Likes to analyze business problems

• Likes to influence and harness people to work together

• Enjoys exercise of power Typical career paths:

• Higher positions in organizations

• Plant and sales management

• More keen on joining prestigious firms

Page 16: Career Planning

Security and stability

Characteristics:• Motivated by job security and long term careers with

one firm

• Dislikes travel and relocation

• Tends to be conformist and complaint to organisation Typical career paths:

• Government jobs

• Small and family owed businesses

• Large government regulated or bureaucratic industries

Page 17: Career Planning

Entrepreneurial / creativity

Characteristics:

• Enjoys launching own business

• Enjoys the risks of decisions

• Wants to move from project to project Typical career paths:

• Entreprenurial ventures

• Higher positions involving mergers, acquisitions and new business setup

• Small upcoming firms to well established ones

Page 18: Career Planning

Autonomy/independence

Characteristics:• Desires freedom from organisational constraints

• Wants tp be on own and to set own pace

• Avoids large businesses and government agencies

Typical career paths:• Academia

• Writing and publishing

• Small business proprietorship

Page 19: Career Planning

CAREER MGT.

The process of designing and implementing goals, plans and strategies that enable the organisation to satisfy the workforce needs and allows individuals to achieve career objectives.

Career development programHelp in achieving career objectives

Page 20: Career Planning

Balancing Individual and Organizational Needs

Figure 7.2

Page 21: Career Planning

Career Planning Process

Page 22: Career Planning

Combinations of Career Interests and Skills

ExploreExplore PursuePursue

AvoidAvoid DevelopDevelop

INTERESTS

Low High

Lo

wH

igh

SK

ILL

S

Page 23: Career Planning

ISSUES IN CAREER PLANNING

1. Dual career families 2. Declining opportunities 3. Career stages 4. Restructuring 5. Career plateaus 6. Work-family issues.

Page 24: Career Planning

The Plateauing Trap

Career Plateau• Situation in which for either organizational or

personal reasons the probability of moving up the career ladder is low.

Types of Plateaus• Structural plateau: end of advancement

• Content plateau: lack of challenge

• Life plateau: crisis of personal identity

Page 25: Career Planning

Career Development for Women

The “Glass Ceiling”• Artificial barriers based on attitudinal or organizational

bias that prevent qualified women from advancing upward in their organizations into management level positions.

Eliminating Barriers to Advancement• Development of women’s networks

• Diminishing stereotyping of women

• Presence of women in significant managerial positions

Page 26: Career Planning

Career Development