Career

• Occupational positions a person has had

over many years

• Comprises a series of work related activities

that provide continuity, order and meaning to
a person’s life

• A career consists of the changes in values,

attitudes and motivation that occur as a
person grows older
 Features
• A career develops over time
• It is the individual who ultimately must
judge the success of his career
• Experiencing psychological success
 Career Stages
High
Exploration Mid Career
Establish Decline
ment Late Career

The elder
First job statesperson
and Will Preparing
From
ec na mr of r e P

being performance for

college
accepted increase or retirement
to work
begin to
decline

Low 25 35 50 60 70
 Career Anchors

• According to Schein, Career Anchors are distinct

patterns of self-perceived talents, attitudes,
motives and values that guide and stabilize a
person’s career after several years of real world
experience and feedback
 Career Management

• A process for enabling employees to better

understand and develop their career skills and
interests, and to use these skills and interests
more effectively both within the company and
after they leave the firm
 Career Development
• Lifelong series of activities that contribute
to a person’s career exploration
establishment, success and fulfillment
 Career Planning
• A deliberate process through which
someone becomes aware of personal
skills, interests, knowledge, motivations
and other characteristics;
• acquires information about opportunities
and choices;
• identifies career-related goals
• Establishes action plans to attain specific
goals
 Careers Today

HR Activity Traditional Focus Career Development Focus

Human Resource Planning Analyzes jobs, skills, tasks-presentAdds information about individual
and future interests, preferences and the like
Projects needs to data
Uses statistical data

Training and Development Provides opportunities for learning Provides career path information
skills, information, and attitudes Adds individual growth orientation
related to job

Performance appraisal Rating and or rewards Adds development plans and

individual goal setting

Recruiting and placement Matching organization's needs Matches individual and jobs based
with qualified individuals on a number of variables including
employees’ career interests

Compensation and benefits Rewards for time, productivity, Adds non-job-related activities to
talent and so on be rewarded

•Reference : IMT Managing People VSP Rao