Career Management

Published on February 2017 | Categories: Documents | Downloads: 28 | Comments: 0 | Views: 178
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Career
• Occupational positions a person has had over many years • Comprises a series of work related activities that provide continuity, order and meaning to a person’s life • A career consists of the changes in values, attitudes and motivation that occur as a person grows older

Features
• A career develops over time • It is the individual who ultimately must judge the success of his career • Experiencing psychological success

Career Stages
High Exploration Establish ment Mid Career Late Career Decline

ec na m o r e P r f

From college to work

First job and being accepted

The elder statesperson Will performance increase or begin to decline 35 50 60 Preparing for retirement

Low

25

70

Career Anchors
• According to Schein, Career Anchors are distinct patterns of self-perceived talents, attitudes, motives and values that guide and stabilize a person’s career after several years of real world experience and feedback

Career Management
• A process for enabling employees to better understand and develop their career skills and interests, and to use these skills and interests more effectively both within the company and after they leave the firm

Career Development
• Lifelong series of activities that contribute to a person’s career exploration establishment, success and fulfillment

Career Planning
• A deliberate process through which someone becomes aware of personal skills, interests, knowledge, motivations and other characteristics; • acquires information about opportunities and choices; • identifies career-related goals • Establishes action plans to attain specific goals

Careers Today
HR Activity Human Resource Planning Traditional Focus Career Development Focus

Analyzes jobs, skills, tasks-presentAdds information about individual and future interests, preferences and the like to data Projects needs Uses statistical data Provides opportunities for learning Provides career path information skills, information, and attitudes Adds individual growth orientation related to job Rating and or rewards Adds development plans and individual goal setting Matches individual and jobs based on a number of variables including employees’ career interests

Training and Development

Performance appraisal

Recruiting and placement

Matching organization's needs with qualified individuals

Compensation and benefits

Rewards for time, productivity, talent and so on

Adds non-job-related activities to be rewarded

•Reference : IMT Managing People VSP Rao

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