Careers and Career Development - Human Resource Management - Lecture Slides, Slides of Human Resource Management

Download Careers and Career Development - Human Resource Management - Lecture Slides and more Slides Human Resource Management in PDF only on Docsity! Careers and Career Development • Whose perspective? – The organization: succession planning – The individual: career planning • Changing ideas about careers • Current issues in careers docsity.com What is a Career? • “A sequence of positions occupied by a person during the course of a lifetime” • “A sense of where one is going in one’s work life” • Who is responsible for your career? – Traditionally, the employer – Now, YOU • What constitutes a successful career? docsity.com Career Planning • Identify individual goals • Assess personal characteristics • Determine how and if goals can be reached – Obtain more information about goal – Compare personal resources and career requirements • Take steps toward goal – Mentors and other interpersonal relationships – Personal development activities • Periodically reassess goals and progress toward goals docsity.com Mentors • A mentor: a senior person in the organization who guides your career • What does a mentor do? – Provides inside knowledge, insight into culture – Feedback on career progress – Provides opportunities for visibility • How do you find a mentor? – Seek one out – You may be sought out – Formal company program docsity.com Individual Career Choice • Overall life goals • Social background, including family factors • Personal interests • Abilities • Self-identity • Personality factors docsity.com A Model of Career Development Take steps toward goal Periodically reassess goals and progress toward goals Identify individual goals Assess personal strengths and weaknesses Determine how and if goals can be reached Obtain information about career requirements Compare personal resources and career requirements docsity.com The Career Cycle: Traditional Model Pre-Career Exploration Early Career Trial Early Career Establishment Middle Career Transition Middle Career Growth Late Career Maintenance Late Career Withdrawal Retirement docsity.com The Career Cycle: A New Model Beginning Expanding Changing Mid-Career Toward End of Career docsity.com Total Population and Retirees Post-Retirement Plans 0% 5% 10% 15% 20% 25% 30% 35% Not work for pay Work part- time, same work Work part- time, different work Work full- time Don't know Labor Force Participation - 2000-2010 0% 10% 20% 30% 40% 50% 60% 70% 60-61 62-64 65-69 70-74 75-79 80+ 2000 2010 Population Age Distribution 0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 0-19 20-59 60-64 65-69 70-74 75-79 80-84 85+ 2000 2005 2010 2015 Sources: US Bureau of the Census ; AARP docsity.com What Does Retirement Mean? 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% Time with family / friends Relax Fun Receive retirement benefits Things you never had time for Travel Volunteer / Charity Slowing down Working for enjoyment, not money Stop working entirely Having to work Trying different work Feeling less useful Source: AARP docsity.com Why Work After Retirement? 0 20 40 60 80 100 Mentally active Physically active Remain productive or useful Do something fun or enjoyable Need health benefits Help others Be around people Need money Learn new things Pursue a dream Before retirement After retirement Source: AARP docsity.com What is Stress? • “A physiological and emotional response to stimuli (stressors) that place physical or psychological demands on an individual” • The response: – Discomfort – Anxiety – Feelings of being overwhelmed – Physical effects – Withdrawal docsity.com Sources of Stress • Personal characteristics and circumstances • Physical and task demands • Role characteristics docsity.com Personal Characteristics • Type A vs. Type B – Type A = competitive, impatient, aggressive – Type B = more relaxed, balanced – Type A associated with higher levels of stress-related illness • Personal events – Changes in family circumstances – Economic pressures – Availability of support docsity.com Managing Stress • Social support – Family – Friends – Support groups • Calming activities – Yoga, meditation or prayer – Exercise • Unhealthy coping mechanisms – Food – Alcohol or medications docsity.com Moonlighting • Why? – Income – Interest in the field, enjoyment – Prepare for a future career • Who? – 5% to 6% of the work force (minimum estimate) – Everyone -- farmers, single mothers, police and firefighters, artists, professionals, etc. docsity.com Handling Moonlighting • Potential problems for organization – Split focus / divided attention – Conflict of interest / confidentiality – Public safety – Use of employer’s time, resources • HR policies – One issue -- intrusion into employees’ off-job activities may be dubious, both legally and from employee relations viewpoint; can’t normally ban all moonlighting – Prohibit use of company property / time – Address conflict of interest and confidentiality – May ban particular jobs docsity.com