远卓-人力资源模版库-Career Planning and Development002.ppt

,Career Planning and Development,chapter14,The Concept of Career,A career is the pattern of work-related experiences and activities over the span of the persons work life,e.g.,job positionsjob dutiesdecisionssubjective interpretations about work-related events,Career Development System:Linking Organizational Needs with Individual Needs,ISSUE:,Are employees developing themselves in a way that links personal effectiveness and satisfaction with the achievement of the organizations strategic objectives?,INDIVIDUAL NEEDS,How do I find career opportunities within the organization that will do the following?Use my strengths Address my developmental needs Provide challenges Match my interests Match my values Match my personal style,ORGANIZATIONAL NEEDS,What are the organizations major strategic issues over the next two or three years?Critical needs and challenges to be faced?Critical skills,knowledge,and experience needed to meet these challenges?Staffing levels required?Does the organization have the strength necessary to meet the critical challenges?,Career Stages(1 of 2),Stage I:ApprenticeshipImportant needs safety,security,physiologicalExpected to show competence in learning and following directionsMust be able to accept the psychological state of dependence,Stage II:AdvancementImportant needs achievement,esteem,autonomyDemonstrate competence in a specific technical areaExpected to be an independent contributor of ideas in the chosen area,Career Stages(2 of 2),Stage III:MaintenanceImportant needs esteem,self-actualizationExpected to become the mentors of those in Stage ICentral activities are training and interaction with othersAssume responsibility for the work of others,Stage IV:Strategic ThinkingImportant needs self-actualizationInvolves shaping the direction of the organization itselfExpected to play the roles of manager,entrepreneur,and idea generatorAttention directed to long-range strategic planning,Career Choice and Personality,Hollands Personality Types,Career Choice:Examining Skills,Determining what skills one has is extremely important in making career choicesCampbell Interest and Skill Survey(CISS)skill orientations:1.influencing5.analyzing2.organizing6.producing3.helping7.adventuring4.creating,Career Development:A Commitment,Career development programs are most valuable when they are:offered regularlyopen to all employeesmodified when evaluation indicates that change is necessary,Career Development Programs,Career Counseling,Career Pathing,Training,Career Information Systems,Management or Supervisory Development,Human Resources,Special Groups,Causes of Early Career Difficulties,Initial Job Challenge,Initial Job Satisfaction,Initial Job Performance Evaluation,How to Counteract Early Career Problems,Causes of the Midcareer Plateau,Fewer jobs at the top of organizationsManager may have the abilityHowever,no opening existsOpenings may existManager may lack the ability or skillsManager may lack the desire to fill the opening,How to Counteract Midcareer Problems,Midcareer counselingMidcareer alternativesLateral transfersDownward transfersFailback positions,How to Minimize Retirement Adjustment Problems:Questions to Consider,When do employees plan to retire?Who is attracted by early retirement?What do employees plan to do during retirement?Can the organization help them prepare for these activities?Do retirees plan a second career?Can the organization assist in this preparation?Which retirees can still be consulted by the organization to help new employees?,Career Planning and Pathing,Career planning involves matching an individuals career aspirations with the opportunities available in an organizationCareer pathing the sequencing of the specific jobs associated with the opportunities available in the organization,A Career Planning and Pathing Process,Individual needs and aspirations,Personal counseling and assessment,Individual development efforts,Matching,Matching,Placement on career path,Organizational needs and opportunities,Personnel planning and career information,Formal training and development programs,Feedback,Feedback,Career Planning Approaches,Job Posting:Minimum Conditions(1 of 2),It should include promotions and transfers as well as permanent vacanciesAvailable jobs should be posted at least three to six weeks prior to external recruitingEligibility rules should be explicit and straightforwardStandards for selection and bidding instructions should be stated clearly,Job Posting:Minimum Conditions(2 of 2),Vacationing employees should be given the opportunity to apply ahead of timeEmployees who apply but are rejected should be notified of the reason in writingA record of the reason should be placed in their personnel files,Career Pathing,Important in workforce planningHas the potential for closing the gap between the needs of the individual and the needs of the organizationTraditional career paths have emphasized upward mobility in a single occupation or functional area,Realistic Career Paths:An Alternative to Traditional Career Pathing,Include lateral and downward possibilities,as well as upward possibilitiesTentative and responsive to changes in organizational needsFlexible enough to take into account the qualities of individualsJobs along the paths specified in terms of acquirable skills,knowledge,and other specific attributes,Career Development Programs:Problems and Issues,Integrating career development and workforce planningManaging dual careersCareer planning and equal employment opportunityDownsizing and job loss,Hints for Organizations Dealing with Dual-Career Couples(1 of 2),Conduct a survey of employees that gathers statistics and information regarding the incidence of dual career in its present and projected workforceRecruiters should devise methods that present realistic previews of what the company offers dual-career couplesPolicies regarding career development and transfers must be revised,Hints for Organizations Dealing with Dual-Career Couples(2 of 2),Consider providing dual-career couples with special assistance in career managementEstablish cooperative arrangements with other organizationsEstablish flexible working hours,Job Layoff and Job Loss,Job layoff exists when three conditions occur:There is no work available at the time and the employee is sent homeManagement expects the no-work situation to be temporaryManagement intends to recall the employee,Job loss means that the employee has permanently lost his or her job,Managerial Responses to Layoffs and Job Loss,Layoff Criteria,Outplacement Services,Severance Pay,Summary,“Work,if the longing of the unemployed is any indication,remains a fundamental need even in the crushing form it has increasingly assumed in the modern world.It provides not simply a livelihood,but an essential passage into the human community.It makes us less alone.”Harry Maurer,