career management

Career management

• The deliberate process through which a person becomes aware of personal career related attributes and the lifelong series of stages that contribute to his/her career fulfillment.

• Internal career: Refers to the individual’s subjective apprehension and evaluation of career. E.g. general ambition of an individual to go ahead.

• External career: refers to the more or less objective description of official progression steps through a given occupation.

Career stages

• Growth stage: birth to age 14 in which influence of teachers, parents and friends moulds the internal and external career concepts.

• Exploration stage: between 15 to 24 in which an individual externally develops occupational images after learning from books, movies, parents, schools, sports and experiences.

• Establishment stage: early career which 24 to 44. in this stage, an individual passes through different processes of recruitment and selection, orientation and socialization and job placement, leveling off, transfer and/or promotion.

• Maintenance stage: between 45 and 65 is crucial for both the organization and the individual.

• Decline stage: This stage arrives as the employee reaches the retirement age and includes the steps such as a formal preparation for retirement and retirement rituals.

Need for career planning

• To increase managerial competence.• To increase technical/functional

competence.• Job security• Creativity • For retaining employees in the

organization

Objectives

• To integrate environmental demands and personal concerns.

• To increase organizational performance.• To enhance institutional/social wellbeing.

Process of career planning• Self assessment by the employee.• Exploring opportunities.• Identification of occupational orientation• Identification of career anchors (a syndrome of

self perceived talents, values and motives).• Identification of high potential occupation.• Setting career goals to meet the career issues.• Setting career plans• Implementing career plans.

Process of career development• Improve manpower planning and forecasting

system.• Improve the dissemination of career option

information.• Initiate career counseling in connection with

performance • Development of effective internal and external

assessment centers• Support of educational training activities for all

levels of employees

• Job posting• Special assignments and job rotation• Career development workshops• Sabbaticals, flexible working hours and

other off work activities• Flexible rewards and promotional systems.