Managing Careers - Human Resource Development - Lecture Slides, Slides of Human Resource Management

Download Managing Careers - Human Resource Development - Lecture Slides and more Slides Human Resource Management in PDF only on Docsity! Chapter 9 Managing Careers Fundamentals of Human Resource Management Docsity.com Introduction • Traditionally, career development referred to programs offered by organizations to help employees advance within the organization. • Today, each individual must take responsibility for his or her career. Docsity.com What is a Career? Individual versus Organizational Perspective – Organizational career planning – Developing career ladders, tracking careers, providing opportunities for development. – Individual career development – Helping employees identify their goals and steps to achieve them. Docsity.com What is a Career? • Career Development versus Employee Development – Career development looks at the long-term career effectiveness and success of organizational personnel. – Employee training and development focuses on performance in the immediate or intermediate time frames. ? Docsity.com What is a Career? Value for the Organization 1. Ensures needed talent will be available. 2. Improves the organization's ability to attract and retain talented employees. 3. Ensures that minorities and women get opportunities for growth and development. 4. Reduces employee frustration. 5. Enhances cultural diversity. 6. Promotes organizational goodwill. Docsity.com What is a Career? Mentoring and Coaching • Disadvantages include: – tendencies to perpetuate current styles and practices – reliance on the coach’s ability to be a good teacher • Considerations for organizations: – coaching between employees who do not have a reporting relationship – ways to effectively implement cross-gender mentoring Docsity.com Traditional Career Stages He Exploration Establishment Mid-career Late career Decline ig a e oo & o 9 r a! aa ; eo ~. m ee “~ a5. = ~ n Getting first os c Transition from job and Will performance The elder Preparing e school to work being increase or begin statesperson _for Low accepted to decline? retirement | | | | | | | | | | | | | | | 5 10 #15 20 25 30 95 40 45 50 55 60 65 70 75 Age ® Docsity.com Traditional Career Stages Exploration • Includes school and early work experiences, such as internships. • Involves: – trying out different fields – discovering likes and dislikes – forming attitudes toward work and social relationship patterns Docsity.com Traditional Career Stages Late career – Successful “elder states persons” can enjoy being respected for their judgment. Good resource for teaching others. – Those who have declined may experience job insecurity. – Plateauing is expected; life off the job increases in importance. Docsity.com Traditional Career Stages Decline (Late Stage) • May be most difficult for those who were most successful at earlier stages. • Today’s longer life spans and legal protections for older workers open the possibility for continued work contributions, either paid or volunteer. Docsity.com Career Choices and Preferences • Good career choice outcomes provide positive self-concept and opportunity to do work we think is important. Docsity.com Career Choices and Preferences • Holland Vocational Preferences – Preferences can be matched to work environments; for example, social- enterprising-conventional preference structure matches career ladder in large bureaucracy. Docsity.com Career Choices and Preferences The Schein Anchors • Personal value clusters determine what is important to individuals. – technical-functional competence – managerial competence – security-stability – creativity – autonomy-independence • Success of person-job match determines individual’s fit with the job. Docsity.com Career Choices and Preferences Jung and the Myers-Briggs Typologies • Four personality dimensions: – Extraversion-Introversion – Sensing-Intuitive – Thinking-Feeling – Judging-Perceiving Docsity.com