Career Management and Development

Questions for Discussion

1. When you think about the term

career, what comes to your mind?

Questions for Discussion 2

2. What is meant by the idea of a

new employment relationship?

Questions for Discussion 3

3. Does it make sense to speak of

careers and career planning in todays business environment?

Questions for Discussion 4

4. What are the typical issues

employees face as they progress through their careers?

Questions for Discussion 5

5. What types of career

development activities are actually used?

HRD and Career Development

Understanding employee careers Influencing those careers Changing KSAOs to reflect changes in environment Assist employees in preparing for new work and enhance their employability

The New Employment Relationship

OLD

NEW

If competent and reliable, job for life Entitlement mentality Paternalistic companies Loyalty expected up and down

No promise of Survivability Nonacquisition Room for promotion Job until retirement Money for your pension Undying loyalty up or down

Results of New Relationship

Individuals responsible for their own development Must demonstrate value added to company Must understand nature of business

Employers Should:

Provide opportunities for development Allow for employee participation in Decision making Career management Performance-based compensation

What is a Career?

The property of an organization or occupation Progression and increasing success Status of a profession Involvement in ones work Stability of persons work pattern

Career Defined

The pattern of work-related experiences that span the course of a persons life. Includes objective and subjective views of work Choices an individual makes during a career are determined by forces within the individual, the organization and external forces

Relationship of Career to Nonwork Activities

Must consider all of persons skills, abilities, and interests Also must look at family and societal influences

Career Development

An ongoing process by which individuals progress through a series of stages, each of which can be characterized by relatively unique set of issues, themes and tasks.

Career Planning

A deliberate process of Becoming aware of Self Opportunities Constraints Choices Consequences Identifying career-related goals Working to attain career goals

Career Management

Process of preparing, implementing and monitoring career plans undertaken by the individual alone or in concert with the organizations career systems.

Spectrum of Career Development Activities

Stages of Life and Career Development

Stage views of adult development: Erik Erickson Daniel Levinson

Eriksons Stages of Life

Basic trust vs. mistrust Autonomy vs. shame and doubt Initiative vs. guilt Industry vs. inferiority Identity vs. role confusion Intimacy vs. isolation Generativity vs. stagnation Ego integrity vs. despair

Levinsons Eras or Seasons of Life (Figure 12-2)

Stage Views of Career Development

Traditional model of career development Five stages in Greenhaus et al. model: Preparation for Work (025) Organizational Entry (1825) Early Career (2540) Midcareer (4055) Late Career (55retirement)

Other Views of Career Development

Protean career individuals must reinvent their careers over time (Hall & Mirvis) Multiple career concept model:

Linear steady movement up the hierarchy Expert devotion to expertise within an occupation Spiral periodic moves across related occupations Transitory frequent moves across different jobs or fields

A Model of Career Management

Summary of Career Management Activities

Career exploration Awareness of self and environment Goal setting Strategy development Strategy implementation Progress toward goal Feedback from work and nonwork sources Career appraisal

Organizationally Oriented Career Management Models

Pluralistic approach (Brousseau et al.) aligning individual and organizational interests. Systems view (Nicholson): People system-selecting & motivating Job market system-structure for developmental opportunities Management and information systemexchange of people, ideas and information

Team-based career development (Cianni & Wnuck)

Basic attributes:Team members serve as role models Team reward behaviors enhance team performance, personal growth and development Team determine training opportunities Team moves collectively Organization evaluates the team.

Roles in Career Management

Who is responsible for career development?

Individual

Manager HRD professional/career counselor For all, it is a cyclical and continuing process

The Individuals Role

Knowing What Knowing Why Knowing Where Knowing Whom Knowing When Knowing How

Managers Responsibilities

Coaching Appraising Advising Referring

HRD Professionals Responsibility

Includes career development professional Recognize individual's career ownership Be a broker for career development (CD) Develop expertise in CD and assessment technologies Create support and info for individual efforts Promote work planning over career planning Promote learning through work Be interventionist Promote mobility and lifelong learner Use existing resources

Career Development Practices and Activities

Self-assessment activities Self-Directed Search (Holland) What Color is Your Parachute? (Bolles) Other workbooks and workshops Individual counseling Career planning and advancement Outplacement Preretirement counseling

Career Development Practices and Activities 2

Internal labor market information Job posting Career paths Skills inventory

Organization Potential Assessment

Assessing individuals to ensure they are available and qualified to fill key positions when they become vacant Assesses promotability of employees Managerial Professional Technical Assessments of organizational potential Potential ratings Assessment centers Succession planning

Career Development Practices and Activities 3

Developmental programs Job rotation Mentoring Assessment centers (used for both evaluating potential and developing employees)

Current Issues in Career Development 1

Developing career motivation (M. London): Career resilience the ability to resist career barriers or disruptions Career insight realistic perceptions about ones career goals Career identity the extent to which people define themselves by

Current Issues in Career Development 2

Career plateaus: The likelihood of future advancement or promotion is very low Important to look at the individuals perceptions of being plateaued i.e., how they feel about their situation (G. Chao) Can one be successfully plateaued?

Current Issues in Career Development 3

Career development for nonexempt employees:

If we are serious about our definition of a career, then career development should not focus primarily on salaried employees. Not much research on career issues for blue-collar and other nonexempt-level employees Examples: Corning and Lockheed Marine

Current Issues in Career Development 4

Enrichment Career development without advancement: Build additional expertise into an employees current area of work e.g., Retraining Certification programs Mastery paths Job transfer or rotation (without a promotion)

Current Issues in Career Development 5

Work/Life Balance Issues conflicts that arise between work and nonwork issues e.g., work-family conflict Good news: Organizations are paying more attention to issues of work/life balance. Concern: The costs of success, e.g., career success/personal failure. Many successful people feel highly alienated from their own values, and from their families because of the demands of their careers (Korman & Korman, 1981).

Effective Career Development Systems

Need a systems approach to career development (Gutteridge et al., 1993):

Identify needs for career development Build a vision for change

Develop a plan for action

Implement for impact and longevity

Evaluate and maintain results

How to Improve Career Development Efforts 1

1.

2.

3.

4.

5.

Integrate career planning with the organizations strategic planning efforts. Strengthen the linkages between career development and other HR systems. Increase the openness of career development systems (i.e., less secretive). Enhance the role of managers in career development. Expand team-based development efforts.

How to Improve Career Development Efforts 2

6.

7.

8.

9.

Increase the use of on-the-job development efforts (rather than one shot training). Encourage job enrichment and lateral job movement. Identify and develop transferable job competencies. Include personal values and lifestyle assessments within career development activities.

How to Improve Career Development Efforts 3

10.

11.

12.

13.

Implement a wide variety of approaches to accommodate different learning styles. Link career development to the organizations quality (TQM) initiatives. Expand the measurement and evaluation of career development activities. Continue to study best practices in career management and development in a global context.

Summary

The best career development is likely to be done... In the context of a systems approach As a joint effort between: You Your manager HRD/Career professional You need to be proactive in managing your own career