Hrp&d Careers and Career Management

8/3/2019 Hrp&d Careers and Career Management

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B Y A N C H A L T Y A G I

Careers and Career

Management


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Introduction11 -

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The concepts of career and career management isimportant in order to retain and motivate employees.

These companies do provide resources supportingcareers such as development opportunities,mentoring, and training managers in how to coachemployees.

A major challenge is how to balance advancingcurrent employees careers with simultaneously

attracting and acquiring employees with new skills.


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What Is Career Management?11 -

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Career managementis the processthrough which employees: Become aware of their own interests, values,

strengths, and weaknesses. Obtain information about job opportunities

within the company.

Identify career goals. Establish action plans to achieve career

goals.


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Why Is Career Management Important?

The failure to motivate employees to plantheir careers can result in:

A shortage of employees to fill openpositions

Lower employee commitment

Inappropriate use of money allocated for

training and development programs

Companys

perspective

Lack of career management can result in: Frustration

Feelings of not being valued by thecompany

Being unable to find suitable employmentshould a job change be necessary due tomergers, acquisitions, restructuring, ordownsizing.

Employeesperspective


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Career Management and Career Motivation11 -

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Career motivation refers to:

Employees energy to invest in their careers

Their awareness of the direction they want their

careers to take The ability to maintain energy and direction despite

barriers they may encounter

Career motivation has three aspects:

Career resilience Career insight

Career identity


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The Value of Career Motivation11 -

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Components of Career Motivation

Career

Resilience(flexibility)

Company Value Innovation

Employees adapting to unexpected changes

Commitment to Company Pride in Work

Employee Value Be aware of skill strengths and weaknesses

Participate in learning activities Cope with less than ideal workingconditions

Avoid skill obsolescence

CareerInsight

(approaching)

Career Identity


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The career management process:11 -

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Self-Assessment

Reality

Check Goal SettingAction

Planning

Use of information by

employees to determine their

career interests, values,

aptitudes, and behavioral

tendencies.

Often involves psychological

tests.

Informationemployeesreceive about how the

company evaluates their

skills and knowledge andwhere they fit into

company plans.

The process of

employees developing

short- and long-term

career objectives.

Usually discussed with

the manager and written

into a development plan.

Employees

determining how

they will achievetheir short- and long-

term career goals.


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Design factors of Effective Career ManagementSystems:

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System is positioned as a response to abusiness need.

Employees and managers participate indevelopment of the system.

Employees are encouraged to take an

active role in career management. Evaluation is ongoing and used to

improve the system.


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Design factors of Effective Career ManagementSystems: (continued)

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Business units can customize the system fortheir own purposes.

Employees need access to careerinformation sources.

Senior management supports the careersystem.

Career management is linked to other

human resource practices such as training,recruiting systems, and performancemanagement.


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Shared Responsibility:Roles in Career Management

Employees

Take the initiative to ask for feedback from managers and peers regarding their skill strengths

and weaknesses. Identify their stage of career development and development needs. Seek challenges by gaining exposure to learning opportunities.

Interact with employees from different work groups inside and outside the company.

Create visibility through good performance.

Manager

Provide information or advice about training and development opportunities. Provide specialized services such as testing to determine employees values, interests, and

skills.

Help prepare employees for job searches.

Offer counseling on career-related problems.

Company

Companies are responsible for providing employees with the resources needed to besuccessful in career planning: Career workshops

Information on career and job opportunities

Career planning workbooks

Career counseling

Career paths


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Managers Role in Career Management

Roles Responsibilities

Coach Probe problems, interests, values, needsListenClarify concernsDefine concerns

Appraiser Give feedbackClarify company standardsClarify job responsibilitiesClarify company needs

Advisor Generate options, experiences, and relationships

Assist in goal settingProvide recommendations

Referral agent Link to career management resources

Follow up on career management plan

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Evaluating Career Management Systems11 -

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Career management systems need to be evaluated toensure that they are meeting the needs of employees andthe business.

Two types of outcomes can be used to evaluate:

Reactions of the customers (employees andmanagers) who use the career managementsystem

Results of the career management system Evaluation of a career management system should be

based on its objectives.

Documents

Hrp&d Careers and Career Management