MANAGING CAREERS

-ORG HAVE TO HELP THE EMP PLAN THEIR

CAREERS AND MANAGE THEM. ORG NEED TO
HELP EMP MAXIMIZE THEIR CAREER
MOTIVAVATION.
-THE INDIVIDUAL HAS TO GET ENOUGH
OPPORTUNITY, HAS TO IDENTIFY THEM AND
RESPOND POSITIVELY.
- POWER OF LEVERAGING LIES WITH EMP.
THESE DETERMINE THE SUCCESS OF AN
INDIVIDUAL IN HIS CAREER AND SUCCESS OF AN
ORG IN CAREER MGT. THE ONUS OF PROVIDING
GOOD OPPORTUNITY FOR ADVANCEMENT TO
THE INDIVIDUALS LIES WITH THE ORG.
 CAREER MOTIVATION
• 1. RESILIENCE
• 2. INSIGHT
• 3. IDENTITY

• CAREER

• A SEQUENCE OF POSITIONS, ROLES OR

JOBS HELD BY ONE PERSON OVER A
RELATIVELY LONG TIME SPAN.
 CAREER PATH
• - IT IS THE SEQUENTIAL PATTERN OF JOBS
THAT FORM A CAREER

• CAREER GOALS

• THEY ARE THE FUTURE POSITIONS

THAT AN INDIVIDUAL STRIVES TO
REACH AS PART OF CAREER
 CAREER PLANNING

• IT IS THE PROCESS BY WHICH AN

INDIVIDUAL SELECTS CAREER GOALS
AND PATH TO THESE GOALS.
• 1. INDIVIDUAL CAREER PLANNING
• 2. ORG CAREER PLANNING.
 CAREER MGT.
• THE PROCESS OF DESIGNING AND
IMPLEMENTING GOALS, PLANS AND
STRATEGIES THAT ENABLE THE HR
PROFESSIONALS AND MGRS TO SATISFY
THE WORKFORCE NEEDS AND ALLOWS
INDIVIDUALS TO ACHIEVE CAREER
OBJECTIVES.

• CAREER DEV PROG

• HELP IN ACHIEVING CAREER OBJECTIVES
 CAREER ANCHORS
• THESE ARE THE BASIC ATTITUDINAL CHACS THAT
GUIDE PEOPLE THROUGHOUT THEIR CAREERS

• 1. AUTONOMY/INDEPENDENCE
• 2. SECURITY/STABILITY
• 3. TECHNICAL/FUNCTIONAL COMPETENCE
• 4. GEN MGT
• 5. ENTREPRENEURIAL CREATIVITY
• 6. SERVICE
• 7. PURE CHALLENGE
• 8. LIFE STYLE.
ELEMENTS OF CAREER PLANNING
PROGRAM
• 1. INDIVIDUAL ASSESSMENT AND NEED
ANALYSIS.
• 2. ORGANIZATIONAL ASSESSMENT AND
OPPORTUNITY ANALYSIS.
• 3. NEED OPPORTUNITY ALIGNMENT.
• 4. CAREER COUNSELING.
 BENEFITS OF CAREER PL TO AN
ORG.
• 1. ENSURES AVAILABILITY OF RESOURCES
FOR FUTURE.
• 2. ENHANCES ORG STABILITY TO ATTRACT
AND RETAIN TALENT.
• 3. ENSURES GROWTH OPPORTUNITY FOR
ALL.
• 4. HANDLES EMPLOYEE FRUSTRATIONS
 BENEFITS OF CAREER PLANNING
TO AN ORG.

• 1. UNDERSTAND STRENGTH AND WEAKNESS

• 2. BETTER KNOWLEDGE OF CAREER
OPPORTUNITY
• 3. CHOOSE A CAREER THAT SUITS LIFESTYLE
PREFERENCE, SELF DEV PLANS, FAMILY ENV.
• 4. PLAN HIS CAREER
• 5. OPPORTUNITY TO CHANGE CAREER PLANS
• 6. SENSE OF SATISFACTION AND ACHIEVEMENT
THAT MOTIVATE HIM FURTHER.
 ISSUES IN CAREER PLANNING

• 1. DUAL CAREER FAMILIES

• 2. LOW CEILING CAREERS
• 3. DECLINING OPPORTUNITIES
• 4. CAREER STAGES
• 5. RESTRUCTURING
• 6. CAREER PLATEAUS
• 7. WORK-FAMILY ISSUES.
 CAREER DEV CYCLE

• 1. LINEAR APPROACH
• 2. SPIRAL APPROACH.

• STAGES :-
• 1. EXPLORATION
• 2. ESTABLISHMENT
• 3. MAINTENANCE
• 4. DISENGAGEMENT.
 CHANGES IN CAREER

• 1. PROMOTION
• 2. TRANSFER
 PLANNED SELF DEVELOPMENT.

• 1. SELF ASSESSMENT
• 2. OPPORTUNITY ANALYSIS
• 3. DECISION MAKING
• 4. LEVERAGE NETWORK
• 5. VENTURE
• 6. CONTINUOUS ASSESSMENT
 SUCCESSION PLANNING

• - FUTURE VACANCIES IN KEY

POSITIONS

• 1. CONTINUITY
• 2. LONG ERM PERSPECTIVE
• 3. ORG NEED PERSPECTIVE
• 4. TURNOVER MGT
• 5. EMPHASIS ON RESULT.