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Career Management Process, Essays (university) of Career Counseling

Focusing on gaps between industry and Academia

Typology: Essays (university)

2018/2019

Uploaded on 05/26/2019

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Download Career Management Process and more Essays (university) Career Counseling in PDF only on Docsity! GROUP MEMBERS • Hira Sakhawat • Aleena Ali • Rimsha Ramzan • Hajra Ubaid • Hafiz Muhammad Usman • Muhammad Danial Submitted to: Ma’am Sundas Raja IN-DEPTH ANALYSIS OF THE CAREER DEVELOPMENT PROCESS FOCUSING ON GAPS BETWEEN ACADEMIA AND INDUSTRY (WITH CHALLENGES FACED BY STUDENTS AND THEIR SOLUTIONS) CAREER MANAGEMENT DREAMLAND HOTEL | CAREER MANAGEMENT Dreamland Hotel ISLAMABAD CAREER MANAGEMENT 4 TABLE OF CONTENT Acknowledgement ........................................................................................................................................ 2 Executive summary ....................................................................................................................................... 3 Introduction ................................................................................................................................................... 6 Features of the motel ................................................................................................................................. 6 Specialty .................................................................................................................................................... 7 Departmental description .......................................................................................................................... 7 Career management .................................................................................................................................... 13 Shift in Career Management ................................................................................................................... 13 Career Management (Holistic Approach) ............................................................................................... 14 Employee’s Role in Career management ............................................................................................ 15 Manager’s Role in Career management .............................................................................................. 15 Company’s Role in Career management............................................................................................. 16 Career management at dreamland ........................................................................................................... 16 Career stages in dreamland ..................................................................................................................... 17 The process ............................................................................................................................................. 19 1. Self-Assessment Tools ................................................................................................................ 19 2. Individual Counseling ................................................................................................................. 19 3. Information Services ................................................................................................................... 20 4. Employee Assessment Program .................................................................................................. 20 5. Employee Developmental Program ............................................................................................ 20 6. Career Program for Special Groups ............................................................................................ 21 Career development strategy at dreamland ............................................................................................. 21 1. Individual-Organization Matching .............................................................................................. 21 2. Career Opportunities and Requirements Identification ............................................................... 21 3. Employee Potential Assessment ................................................................................................. 22 4. Instituting Career Development Initiatives ................................................................................. 22 Career progression and development ...................................................................................................... 22 Career Development Framework ........................................................................................................ 22 Career progression techniques ............................................................................................................ 23 Interview questions ..................................................................................................................................... 26 Challenges and solutions ............................................................................................................................. 30 Challenge 1. ............................................................................................................................................ 30 CAREER MANAGEMENT 5 Solution. .................................................................................................................................................. 30 Challenge 2. ............................................................................................................................................ 31 Solution: .................................................................................................................................................. 31 Challenge 3. ............................................................................................................................................ 32 Solution. .................................................................................................................................................. 32 Challenge 4. ............................................................................................................................................ 33 Solution. .................................................................................................................................................. 33 Suggestions for students ............................................................................................................................. 34 Choosing a career .................................................................................................................................... 34 References ................................................................................................................................................... 36 CAREER MANAGEMENT 6 Introduction Established in 1988, Founded by Mr. Sher Zaman Khan (Late) with a vision of providing a finest banquet facility to deliver a unique flavor of hospitality. Dreamland offers the refined luxury of heritage, the effortlessly efficient services, amenities and a local experience. Having state of the art building facade with the traditional fountain in front of it, The building radiates its uniqueness in design, Dreamland is landmarked on about 25 Kanal (136125 Sq. Ft.), Located in the heart of capital city Islamabad on a renowned club road, it is only a few breaths away from the magnificent Margalla and facing the serene Rawal Dam, It is also 10 km away from the local airport, a short drive from the Central Coach Terminal (Faizabad) & The Margalla Train Station (I-9). Features of the motel • 50 Newly renovated deluxe rooms • 6 Pillar less banquet halls (250-300 each) • 2 Lush green lawns (300-400 each) • Coffee shop • Authentic Chinese Cuisine (Dine-in & Takeaway) • Business center facility • Conference facilities • 24/7 Front desk services • 24/7 Room service • 24/7 Security & surveillance • 24/7 Backup Generator • 24/7 Chauffer driven rent a car with travel & tourism • Digital Cable Television (40” LED) • Laundry & Dry-clean services • Independent heating & cooling system • WI-FI enabled CAREER MANAGEMENT 9 work of the room attendants. Many hotels have eliminated the inspector position, choosing instead to have random inspection performed by a manager or manager on duty. The uniformed services of a hotel consist of bell-staff, doorpersons, valet, and concierge. At many properties many of these positions have been eliminated because of cost. However, at major properties you will still encounter member of the bell-staff. These people will take your baggage to your hotel room, introduce you to the many services of the property and generally be able to answer virtually any question you may have about the property or surrounding area. Major properties may also have doorpersons, though they are getting harder to find. This staff will transfer your baggage from your vehicle to a bell cart. They actually hold the door for you to enter the property. Valet representatives park your vehicle. These employees are readily available in major downtown or resort properties where parking is scarce or remote to the property. A concierge employee can be several things. This person is a facilitator or expeditor. Most hotels incorporate the concierge into the GSA. Finance department The accounting department is commanded by a controller who is generally responsible for all hotel accounting and financial reports. Ample opportunities exist for someone seeking a career in the accounting and finance field, and your career would be greatly enhanced by education in this area. Some titles or positions to look for include: 1. Cost Accountant-responsible for overall cost accounting reporting and relevant record keeping. 2. Financial Accountant-responsible for a variety of accounting and financial analysis (perhaps obtained after entry-level position). 3. Credit Manager-responsible for monitoring day-to-day credit practices, enforcing established credit policies and properly setting up account billing for groups and other credit related items. 4. Other positions which may provide entry into the department are income auditor, accounts receivable, or accounts payable supervisor. Career advancement would tend CAREER MANAGEMENT 10 to follow a path from one or more of these positions to assistant controller and then to controller. Human resource department The hospitality field generally includes businesses such as restaurants and hotels. These establishments serve the public and frequently employ numerous staff members to efficiently accomplish this task. As an administrator of a hospitality organization's most valuable asset -- its human resource -- the HR department is called on to administer employee-related activities that may be critical to the continued success of the organization. The HR department's role is to support the organization by freeing up management to concentrate on the business of doing business. Employment Concerns The hospitality industry caters to people, and successful hospitality ventures make it a priority to expertly serve their guests. A role of the HR department in this endeavor is to recruit good employees and train them to become great employees who enjoy serving others, achieving a high level of customer service. The HR department's role also encompasses compensation and benefits administration. This includes making sure wages and benefits are competitive with other similar restaurants or hotels. If a hospitality organization is a "union shop," the HR department's role includes keeping a close eye on wages, as well as monitoring the division of labor among departments to guard against managers or staff over- or under-stepping wage and labor requirements set by the union. Morale and Mentoring The HR department is a champion of employee morale, creating employee programs that will allow the continued growth of a superior level of morale. The HR department also fosters employee development through mentoring both management and line staff and guiding them through the various steps to actualizing their goals. HR might create specific plans for staff members to follow, applauding successes and providing direction for areas needing attention. CAREER MANAGEMENT 11 Legalities Protecting employees from adverse employment practices and safeguarding the organization from employee litigation is a weighty responsible of the HR department. Because of high business levels, hospitality organizations may employ too few or too many staff members. Both conditions can sometimes create situations where managers inadvertently schedule employees to work too many hours per shift or too many consecutive days, engendering a situation outside the limits of compliance with current labor law. A large and diverse staff may also create opportunities for harassment or other issues requiring intervention by the HR department. HR staff is expected to know employment law and to ensure the organization adheres to the law. Strategic In its role as people-manager, the human resources department is a strategic partner with the hospitality organization. As the organization expands or contracts, the HR department is inherently responsible for providing personnel for growth and also for implementing downsizing. Keeping control of the costs associated with employment, including those connected with wages and benefits, is a strategic and important role of the HR department. Indeed, the entire organizational structure of the hospitality organization may rely upon the HR department to ensure smooth business function. HRD Human resource department looks after the development of employees as well as organization through individual development, performance management, career development and organizational development. Food and beverages department Food and Beverage (F&B) may be the largest division in a hotel depending on the number of outlets that F&B operates. We start with the restaurant. Generally, this is the facility that operates for breakfast, lunch, and dinner. There may be only one at the hotel. There may be several, depending CAREER MANAGEMENT 14 In recent decades, career management has seen a shift in the way it is approached. Traditionally, it was up to an organization to ensure that its employees had the skills to meet the company’s long-term goals. Now, however, employees advocate that they are—and should be— responsible for their own career development. Career development must look toward innovation to adapt to the multitude of changes occurring in the workforce. A shift from Tradition al to agile career management has been observed in recent years. Traditionally, career development tended to be organization based, with corporate succession planning and on -the job talent inventories shaping one's career path. Agile career development approach is employee centered, with individuals taking control of their career path through self-directed learning programs and a greater willingness to change jobs to increase occupational success. Baruch points out "that the pace of change is accelerating" with career development transitioning from "what may be labeled "linear career system" into a "multidirectional career system" (Baruch, 2003). Career Management (Holistic Approach) This shift has changed the way that organizations handle career development. Career development is viewed today as a kind of partnership with employees. It is also a key component Traditional Career Development Agile Career Development CAREER MANAGEMENT 15 of a company’s attraction and retention strategy. Many candidates will not consider employment with an organization unless it offers career development as a basic component of its culture. Employee’s Role in Career management Following is the role which employees can play in career development: 1. Take the initiative to ask for feedback from managers and peers regarding their skill strengths and weaknesses. 2. Identify their stage of career development and development needs. 3. Seek challenges by gaining exposure to learning opportunities. 4. Interact with employees from different work groups inside and outside the company. 5. Create visibility through good performance. Manager’s Role in Career management CAREER MANAGEMENT 16 Managers play a vital role in career management as they provide information or advice about training and development opportunities, specialized services such as testing to determine employees’ values, interests, and skills, help prepare employees for job searches and offer counseling on career-related problems. Company’s Role in Career management Companies are responsible for providing employees with the resources needed to be successful in career planning such as Career workshops, Information on career and job opportunities, Career planning workbooks, Career counseling and Career paths. Career management at dreamland Dreamland’s human resource management maintains a holistic career development policy. Such strategy addresses the interests of high-quality employees. In relation, Dreamland’s career development programs ensure that employees are given considerable opportunities for personal and professional growth in the company. Thus, holistic career development programs CAREER MANAGEMENT 19 The process 1. Self-Assessment Tools In this step employees go through a process in which they think through their life roles, interests, skills and work attitudes and preferences. They identify career goals, develop suitable action plans and point out obstacles that come in the way. Two popular self-assessment tools that are used are career planning workshops and a career workbook. 2. Individual Counseling 1 2 3 4 5 6 Self-Assessment Tools Individual Counseling Information Services Employee Assessment Programs Employee Developmental Program Career Program for Special Groups CAREER MANAGEMENT 20 Employee counseling is a process whereby employees are guided in overcoming performance problems. It is usually done through face to face meetings between the employee and the counselor or coach. Here discussions of employees’ interests, goals, current job activities and performance and career objectives take place. Counseling is generally offered by the HR department. Sometimes outside experts are also be called in. 3. Information Services Employment opportunities at various levels are made known to employees through information services of various kinds. Records of employee’s skills, knowledge, experience and performance indicate the possible candidates for filing up such vacancies. For compiling and communicating career related information to employees, Dream Land basically use four methods: Job posting system, Skills inventory, Career ladders and career paths, Career resource center. 4. Employee Assessment Program Initially a new recruit is informed about career policies and procedures of the company. Socialization efforts help the recruit learn about these things quickly. An experienced employee acting as a coach may also help the new recruit form a realistic view of the skills needed at various levels and develop appropriate career goals and action plans. Formal orientation programs are used to educate employees on career programs, career paths and opportunities for advancement within the company. 5. Employee Developmental Program These consist of skill assessment and training efforts that organizations use to groom their employees for future vacancies. Seminars, workshops, job rotations and mentoring programs are used to develop a broad base of skills as a part of such developmental activities. CAREER MANAGEMENT 21 6. Career Program for Special Groups On the basis of the assessment made career programs are designed for special groups like there are different programs for Managerial posts and technical posts. Career development strategy at dreamland 1. Individual-Organization Matching Dream Land matches individual and organizational needs by filling positions based on a combination of performance appraisals and interviews. These appraisals and interviews provide information for human resource managers to ensure proper fit between employees and the job, organization, and team. In this regard, Dream Land’s human resource management’s approaches for matching individual and organizational needs address person-job fit, person-organization fit, and person-group fit. These different kinds of fit support maximum human resource performance at the job level, team level, and organizational level, respectively. 2. Career Opportunities and Requirements Identification In relation, Dream Land’s HR management identifies career opportunities and requirements through a combination of job analysis and coaching. Job analysis enables HR managers to identify possible career options for individual employees. Dream Land uses coaching as a way of understanding the dynamics involving the individual employee and possible career options within the organization. This combination helps HR managers identify requirements for career paths, and how these paths present opportunities for its employees. CAREER MANAGEMENT 24 1. Job Redesign Job redesign is an important ingredient in continuing to challenge employees to do their best work. Job redesign can provide increased challenges and opportunities for employees to get more out of their jobs while staying on the same rung of their ladders. Commonly used job redesign strategies are job enlargement and job enrichment. Job enlargement involves broadening the scope of a job by varying the number of different tasks to be performed. Job enrichment involves increasing the depth of the role by adding employee responsibility for planning, organizing and controlling tasks of the job. 2. Job Rotation Job rotation is an effective method to provide job enrichment from an employee's perspective. It involves the systematic movement of employees from job to job within an organization. Job rotations are not new, but they can be highly effective. Low-level workers in job rotations can gain variety and perspective, so they do not get bored. For managers, rotations are typically designed to broaden their expertise and make them better prepared to move to the next level. 3. Dual Career Ladders A dual career ladder is a career development plan that allows upward mobility for employees without requiring that they be placed into supervisory or managerial positions. This type of program has typically served as a way to advance employees who may have particular technical skills or education but who are not interested or suited to management. 4. Individual Developmental Plans Individual Developmental Plan serves as a blue print for growth. It is a document specifying developmental actions for growing employee’s career. It highlights both short term and long-term goals for employee and is supported by Manager’s guidance and input. IDP reviews are done on regular basis with Managers in Dream Land. CAREER MANAGEMENT 25 5. Opportunities outside Job Functions Dream Land create opportunities for its employee to take on new responsibilities outside their job function. This cross-training increase their awareness and knowledge of the organization and help them work more effectively with others because they have a new understanding of what other employees do for the company. The additional responsibility will put them in new situations, add challenges, expand skill sets, and encourage them to think on their feet, which will also improve their chances for success in any future roles they take on. This type of development also creates energy and excitement in the workplace. CAREER MANAGEMENT 26 Interview questions 1. Could you please elaborate on some of the history about how you started and how you reached this current position? Ans. I have a much-diversified working background and I have worked from the lowest position to the top throughout my career. I have worked as a dishwasher, in the house keeping department in hotel as well. After that, I graduated in Sales and Marketing and after that, I did Diploma in Hotel Management and Hospitality from Switzerland. I have worked with PEL and then with Hotel Grande Ambassador and now in Dreamland. I work on project basis. 2. Do you enjoy your current career? Your current job? What you enjoy about it? What you don’t? Ans. Yes, I love my career. When you love what you do, then you do not work, and you don’t get tired even for a day. You enjoy as if it is your hobby and you do it with full zeal and zest. 3. How long do you see yourself continuing this career path? Where do you see yourself going on this path? What positions do you like to move into? Ans. I love my job and I love everything about it. I could do this all my life and I plan to do the same. 4. Could you please describe a time you mentored someone? How did they grow? What they were doing initially, and what are they doing now? Ans. I have mentored a lot of young students. I believe in giving opportunities to the fresh graduates so, I welcome the young talent and help them in getting the experience they want in their professional life. Moreover, I have been a teacher in University of Gujrat and CAREER MANAGEMENT 29 Ans. Try to do your own SWOT with which find out your strengths and weaknesses. Also try to find out your interests and then work on them in order to get a clear direction of what you want to do. 14. What will you suggest for the students to learn during their university life in order to work efficiently in market? Ans. Try to do as much internships as possible throughout your university tenure so that when you go into the real market, you are equipped with the right amount of experience. CAREER MANAGEMENT 30 Challenges and solutions The transition from student life to the life of a working professional should not be underestimated. You have just spent several years learning how to party the whole night long and function properly in class the next day. This familiar lifestyle comes to an end and your new life as a young professional is about to kick off. You are bound to encounter some problems in the transition to the working world that you did not anticipate as a student. Challenge 1. “No ‘Real World’ Experience” Many employers prefer candidates with a little experience in their industry. Even though you have graduated with a degree and presumably know a lot about your industry, real-world job experience will make you more marketable. To gain some real-world experience, you should try to find an internship during your junior or senior year of college. If it’s too late to get the internship, reach out to your professors to see if they know of any companies looking for recent graduates. Solution. “Get Real World Experience through Internship” The biggest benefit of internships is that they offer a safe space for students and graduates to gain work experience. This is important because most employers are reluctant to hire someone who’s never worked before; they think that with no experience, you’ll probably be unreliable and not know what to do or how to work. Of course, this creates a vicious circle with no way out which is why lots of graduates end up in completely unrelated fields. Internships can be a great solution to this problem as they allow students and graduates to experience a real workplace. Apart from the vocational skills that interns gain, they also get lots of soft skills which are crucial to not only finding a job but succeeding at one as well. CAREER MANAGEMENT 31 Challenge 2. “Lack of Direction” Recent college graduates are frequently confused about their life’s paths. You might be torn between starting your career and pursuing further education. You might want to travel before you get a job. Or maybe you really want to get to work, but you just don’t know what you want to do. Solution: “Get a Direction Through Career Counseling” Supporting students in making well informed choices about subjects can lead them to have a more optimistic outlook on life, sense of purpose and greater level of contribution that they make to their families and society. There are economic and social benefits when students are supported to make effective transitions from secondary school to further education, training or employment. Career education and guidance play an important role in curriculum that supports: • Students’ interests, strengths and aspirations • Students’ achievements • Students at risk of poor outcomes • Students making informed decisions about their subject choices and pathways. CAREER MANAGEMENT 34 Suggestions for students Choosing a career Choosing a career is a personal decision, though one can get information or consult professionals. This is a very sensitive decision to make, since it determines your happiness, job satisfaction and career development. The other factors which impact the choice of career for students include Social backgrounds, Interests, Personality and self-Image. Observation • Become a good observer. • Observe your surroundings. • Be vigilant so you can grasp more details. • Try to learn people’s behavior. Pasion Choose a career which you think is your passion. If you choose a career which you think is your passion you can excel in that particular field. CAREER MANAGEMENT 35 Internships Students during their degree should try to avail as many internship opportunities as possible because this will help them once they graduate and look for a job. Books Books are good. They teach us many things but when it comes to practicality or to be specific, talk about the market I would say books discuss very ideal situations where as the good side is they teach us the basics which we can modify with what we are dealing and can get positive results. CAREER MANAGEMENT 36 References • http://dreamlandhotel.pk/ • https://www.forbes.com/sites/steveolenski/2015/07/20/8-key-tactics-for-developing- employees/#5c7b86986373 • https://jkstalent.com/career-management-corporate-culture/#.XOcNKogzbIW • https://www.forbes.com/sites/jasonwingard/2019/01/09/self-career-development-three- strategies-to-accelerate-your-career/#59bb1513de1d • https://www.thebalancecareers.com/improving-career-development-4058289 • https://www.shrm.org/resourcesandtools/tools-and- samples/toolkits/pages/developingemployeecareerpathsandladders.aspx • https://kenvale.edu.au/news-events/news/career-paths-and-valuable-life-skills-in-hospitality/ • https://jkstalent.com/career-management-corporate-culture/#.XOcNYIgzbIV • http://www.biurokarier.wroclaw.pl/p/biuro_karier/safari/global_uni_presentation_safari_karier y_v3.pdf • https://www.slideshare.net/antoinetteo/agile-career-development-how-can-we-help- organisations-and-employees-adapt-their-career-development-strategies-to-changing- circumstances/27 • https://www.slideshare.net/rehmdil/career-development-10792315 • https://www.slideshare.net/nimishaberi/career-development-process • http://panmore.com/google-hrm-compensation-career-development • https://learn.marsdd.com/mars-library/career-development/