Masters in Human Resource Development

Defining Career

A career is a sequence of employment-related roles, activities, and experiences pursued throughout

a person’s working life. It represents the journey of professional and personal growth over time.

Traditional Notion Contemporary Notion

of Career of Career

Linear progression Non-linear, flexible, and

within a single self-directed
organization
Focus on skill
Emphasis on job development, lateral
stability and moves, and adaptability
hierarchical growth
Protean Career: Reflects
Employer-directed individual agency and
career paths intrinsic satisfaction
over external rewards
 Career Planning, Development, and Management
Career Career Career
Planning Development Management

A process that A process that A process that

involves self-analysis involves involves taking an
and self- learning and active role in
improvement to training to help planning your
help you understand you progress in career's future
your strengths, your career. through structured
weaknesses, plans and goals. This
interests, and values. can help you
This can help you achieve desired
make informed positions and
career decisions. rewards.

Key Differences:

Aspect Planning Development Management

Focus Goals and pathways Skill enhancement Integration with org.

Ownership Individual Shared (ind. & org.) Primarily org.

 Career Stages
Establishment Advancement Maintenance Withdrawal

This is the initial The growth phase This stage The final stage
stage of a career where individuals represents stability where individuals
where individuals aim for higher & maturity in a prepare to exit the
enter the responsibilities, career where workforce, either
workforce and start promotions, and individuals sustain through retirement
building their recognition. their achievements or by transitioning
identity within an & contribute to alternate roles.
organization. through mentor-
ship & expertise.
 Career Planning

Organizations employ various methods to help individuals in their career planning

Share career-related information effectively between employees and management

1. Communication Clarify role expectations and potential career opportunities within the organization

Provide personalized guidance to address individual career concerns

2. Counseling Help employees align their personal goals with organizational objectives

Self- Enable employees to independently acquire new skills and knowledge

3. Development Encourage lifelong learning and adaptability
Materials

Facilitate structured group discussions on career goals, strategies, and

4. Career Planning organizational pathways
Workshops Offer practical tools & techniques for setting and achieving career objectives

5. Assessment Evaluate employees' competencies, skills, and readiness for advancement

Programs Identify strengths and areas for improvement to support targeted development
 Career Development

Career Stages Career Development Needs Career Development Interventions

Establishment Stage Challenging initial job Realistic job preview

Variety in job activities Job pathing
Opportunities for development of relevant skills Performance feedback and coaching
Feedback on performance and potential

Advancement Stage Opportunity to do challenging work Challenging and visible assignments

Exposure and visibility in the firm Mentoring
Opportunity to demonstrate potential Assessment centres
Balance career with outside interests Dual career accommodation
Dual career concerns

Maintenance Stage Levelling off and maintaining careers Developmental training

Redefine role in company Assigning mentoring roles
Opportunities to develop others Rotation to jobs requiring new skills
Autonomy Mid-career counselling

Withdrawal Stage Adjust to role of retired person Consultative roles

Continue to use experience to help others Phased retirement
Establish a meaningful life outside the organization Retirement counselling
Career Management System
What?
A career management system is a series of programs and Identify career
processes that help employees identify their interests, planning
strengths, and weaknesses, and then plan their career needs and
develop a
progression strategy
Alignment Develop
with the necessary
Objectives? culture resources

Align personal aspirations with organizational needs

Foster skill enhancement and professional growth
Increase employee engagement and retention Career
Management
Benefits? System:
Top Introduce
Improved employee satisfaction and motivation
management
support
Implementation a pilot
program
Enhanced retention and reduced turnover
Better alignment of talent to organizational needs

Best Practices?
Involve HRs Introduce the
Integrate career management into performance and align full program
reviews managers
Offer tailored development programs
Use technology for tracking and support

Masters in Human Resource Development

Career Management System: Types and Strategies

Individual-Centred Career Management System

The focus is on the individual's career rather than on
organizational needs. Efforts are directed towards,
identifying the individual's career goals; assessing the
individual's abilities and interests
planning the individual's life and work goals
assessing alternative career paths inside and outside the
organisation
Organization-Centred Career Management System
It is concerned with jobs in the organization and
constructing career paths that provide a logical progression
for people. Efforts in the organization-centred system are
directed towards,
identifying organizational objectives
determining future manpower staffing needs of the firm
identifying available career paths within the firm

Masters in Human Resource Development

 Organisational Career Management
: A Typology
OCM refers to companies' activities to sustain their employees' career development (Baruch & Peiperl, 2000),
helping them obtain promotions and pay raises, and assisting their transition into leadership positions.

OCM Categories and its Practices:

Basic Active Active Formal Multi-

Planning Management Directional

Job posting, formal Performance appraisal Assessment centres, Written personal Peer appraisal, upward
education, pre- as a basis for career formal mentoring, & career planning for appraisal, & common
retirement plan, and planning, career career workshops employees, dual career career paths
lateral moves to create counselling by ladder, and books
cross-functional supervisors and HR and/or pamphlets on
experience dept, & succession career issues
planning

Masters in Human Resource Development

 Fit between OCM and
Organizational Characteristics

1) Basic OCM - Focuses on elementary career management,

suited to older, bureaucratic organizations.
Example: General Motors (historically known for structured
career planning like pre-retirement programs).

2) Active Planning - Requires proactive career development and

succession planning for future organizational needs.
Example: Unilever (known for strong internal labor market and
succession planning).

3) Active Management - Bi-directional information flow for

employee development and organizational insights.
Example: PwC (uses assessment centers and data-driven
development tools).

4) Formal OCM - Structured system for top-down

communication of career opportunities, common in larger firms.
Example: IBM (offers formal career portals and structured career
planning systems).

5) Multi-Directional OCM - Relies on open climates for peer and

upward feedback, supporting dynamic appraisals.
Example: Google (fosters open feedback systems like peer
reviews).

Masters in Human Resource Development

Career Management for specific HR issues:
HRD Approach

The approach addresses critical HR issues such as

retaining newly hired employees, developing
and retaining high-potential talent, offering
growth opportunities in stable organizations,
rewarding technical expertise, and motivating
employees who have plateaued.

Hall and Hall (1980) proposed innovative career

management techniques to tackle these
challenges, emphasizing the need for structured
development and retention strategies to
maintain organizational stability and growth in a
stagnant economy.

Masters in Human Resource Development

THANK YOU