Career planning

CAREER PLANNINGCLYD CYLL N. VERBOSIDAD, MPA I

Southwestern UniversityCebu City

Definition: the process by which the

individual worker patterns and orchestrates his

separate but related work activities to prepare him

together with the organization to take greater

job responsibility for his future

the individual determines if the organization meets his expectations or if these are aligned with the

organization

the person introspects if he is willing to blend both

expectations

Organization’s end: therefore, that phase of

human resources management that sets up

paths along which the individual moves and

progresses over time in the

organization

MY EXPECTATIO

NS

ORGANIZATION’S

EXPECTATIONS

PERSONAL GOALS

ORGANIZATION’S GOALS

PERSONAL VISION

ORGANIZATION’S VISION

DO THEY

MEET?

MYEXPECTATIONS

ORGANIZATION’S

EXPECTATIONS

DO MY EXPECTATIONS

AND MY ORGANIZATION’S EXPECTATIONS

MOVE FORWARD TO THE SAME DIRECTION?

Objective/Ultimate Aim:

to make the individual accept responsibility for

whatever he achieves

IS MY ORGANIZATION MAKING WAYS FOR ME TO BE AWARE OF MY

RESPONSIBILITY TO MY

ACHIEVEMENT?

MYGROWTH AND

ACCOMPLISHMENT

ORG’SGROWTH AND

ACCOMPLISHMENT

PERSONAL RESPONSIBILITY

ORG’S RESPONSIBILITY

Assumption: status quo in one’s position

is not the agenda of his employment

(we all seek a happier new year in our jobs, and not just the same every year = boredom/burnout)

Value: the process makes him

more motivated because HE IS DOING WHAT HE WANTS

and HE IS ABLE AND WILLING to accept

RESPONSIBILITY FOR HIS GROWTH AND

ACCOMPLISHMENT

WOULDN’T YOU BE HAPPIER, HAPPIEST IF

YOU ARE DOING WHAT YOU WANT AND IT IS FOR YOUR OWN

GROWTH AND ACCOMPLISHMENT?

Limitation:“Don’t let people burnout—

let them do their thing.”

(Couture is a New York born authority who has stayed in the country for more

than twenty years and thus, has extreme empathy with

Philippine culture.)

General vs. Specific, and…to work mainly for work, or… if you love your work you don’t have to be paid for what you do, but since you are working anyway, you get paid—but you enjoy!!! Getting paid for enjoying!

“One problem we had in the States for many years as

people working for the organization, because that

was how they could get the money, period.”

To work for money, or… to enjoy while being

paid?“I’m sure 95% of the people on

Ayala Avenue work from nine to five and then enjoy

themselves afterwards. When the clock ticks at five,

they start enjoying themselves. But they can

enjoy now by doing what they want to do. By thinking about their future in the

organization.”

“If we do this, the company won’t be wasting so much

money training everybody for everything. As it is now, we

run a supervisory training program and everybody takes

it. But not everybody is interested in supervisory

work. Companies don’t zero in on things people are

particularly interested in.”

COMING UP! SUPERVISORY TRAINING PROGRAM

(EVERYONE IS REQUIRED TO ENROLL

IN THE COURSE)

WALA JU’Y LAIN? DILI MAN TA KO GANAHAN UG SUPERVISORY WORK…MAAYO

UNTA KUNG MAY SALES TRAINING… BUT...NO CHOICE…

ORGANIZATION BULLETIN:

WHAT’S HOT!

SALES! MAO NING AKONG GIINGON, BAGAY-

BAGAY BA!

ORGANIZATION BULLETIN:

WHAT’S HOT!

COMING UP! SUPERVISORY

TRAINING PROGRAM

SALES TRAINING PROGRAM

ETC.(ENROLL

WHERE YOU WANT TO!)

Career Planning:Professionalizes management

and worker’s concept of growth; puts an imprimatur on the need and importance of career system not only in

the private sector (as practiced in some orgs) but

also in the public sector where careerism has given

way to politicization of positions and appointments

Limitation:1) The typical Filipino worker,

unlike his Western counterpart, is shy and far

from being assertive and therefore generally does not ventilate himself in coursing

his career path, much less talk about it openly to

management or to his peer group.

He fears his being branded as ambitious or “hambug” so he tacitly awaits management to

open up the topic before he dares articulate his desire

to plot out his future.

Limitation:

2) At the other end, a supervisor who, because of

his job insecurity and tinge of jealousy over a younger but efficient fellow, stays mum

about his subordinate.

Limitation:

Moreover, the average Filipino supervisor DOES NOT KNOW

ABOUT HIS ROLE in career planning and how to

implement it.

Implication:In this type of atmosphere, the

Filipino employee, however, manages in a covert way to

push himself up sometimes to the chagrin of his supervisor

who somehow feels threatened in his position causing both to

look at each other in mysterious ways = a not too healthy relationship ensues!

A Closer Look:Considering such cultural

phenomena, it behooves management to institutionalize

career planning to free the worker from the shackles of

shyness, timidity and fear and to make the supervisor take the

initiative of opening up and providing channels to the

employee in mapping out his career goals.

As Part of the Organization’s Concern for the

Employee’s Development:

He picks up formally and officially even against his

personal need system, the cudgels of the important career

planning program.

However,it is also the organization’s

responsibility to reshape the supervisor’s need system in

this area that deters employee and organization growth.

Operationalizing the Career Planning Program

An All-Important Question:The supervisor asks:

IF I AM TO PUT THE PROGRAM

IN ACTION, HOW CAN I DO IT?

Flippo’s List of Main Ingredients:

1) Utilize the career growth cycle.

The individual sets up with management regarding his work. Based on this

challenge, he exerts effort and performs.

INDIVIDUALMANAGEMEN

T

CAREER

PLANS/PLANN

ING

“Let’s sit down and think of the future…”

Success—material and psychic—earns status and esteem and

thus feels recognized. More feedback is received.

Unattainable goals can reshaped to insure complete

success. The loop is repeated until

all rational goals are achieved.

Career Growth CyclePerformanc

e

Success

Recognition

EsteemFeedbac

k

Goals

Effort

Flippo’s List of Main Ingredients:

2) Plan and utilize the job itself.

The job is the locus of attention at this point.

Abilities, skills and attitudes are considered re level of job

difficulty.

3) Set goals. Both organization and individual

goals are identified, explained and established.

4) Conduct frequent performance review and

feedback. Using performance as the main

criterion of evaluation, it is pitted against goals.

Unattainable goals are discussed in light of how

performance can be improved.

For excellent performance, the supervisor suggests

promotion or transfer that carries implied and explicit

expression of movement along the path plotted by

both supervisor and employee.

The Supervisor's Role:Flippo's Four

Main Components

1) Assist employees in evaluating their own career

needs.

Key words: JOINT EFFORTof EMPLOYEE and

ORGANIZATION

2) Develop and disseminate available career opportunities

in the organization.

Key words: Career Pathand

KASH (Knowledge, Attitude, Skills, Habit)

Career Path of a Medical Representative

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3) Align needs and abilities of employees with career

opportunities.

4) Train and reward supervisors for career

planning skills.

Various exercises have been formulated by career path

specialists and used by organizations with their

employees in their sincere effort to assist the latter in

career planning and development.

Research Study in the Philippines

Fabro’s Study (1980) on Career Development and

Performance LevelsRespondents: 57 first line

supervisors in a food manufacturing conglomerate

About: Background and Career Development

1) Respondents who have at least one year of college

education performed better when compared with the rest.

Results:

2) Communicating was found to be “the strongest rival factor”

which affected 25% of the respondents who performed

below standard.

3) Performance and attitudinal views towards rival factors

affecting performance were found to be strongly correlated

with individual effort for self-development.

4) Benefits, promotion, developmental training,

refresher training, getting feedback and job training were

the top rival factors which affect the performance

of the respondents.

5) A relationship existed between career development

variables and performance levels of the respondents.

Questions!WHAT WOULD YOU WANT TO

BE 3-5 YEARS FROM NOW?

IS YOUR ORGANIZATION/COMPANY

AWARE OF YOUR PLANS/GOALS/DESIRES/

EXPECTATIONS?

IS THE COMPANY/ORGANIZATION

GUIDING YOU TO ACHIEVE THAT 3-5 YEARS

VISION/DESIRE/GOAL AND THUS HAVE FULFILMENT?

ARE YOU SATISFIED WITH YOUR CURRENT WORK? OR, ARE YOU A CANDIDATE FOR

BURNOUT?

CAREER PLANNING

CAREER PLANNING BRINGS

SATISFACTION…BEING PAID TO ENJOY…WORK

BECOMES A JOY, NOT A BURDEN.

Thank you.

GOD BLESS US ALL.

CLYD CYLL N. VERBOSIDAD, MPA ISouthwestern University

Cebu City