Presented by

Jerom Jose
A career denotes all the jobs that are held
during one’s working life.

“ A career denotes a succession of related

jobs, arranged in a hierarchy of prestige,
through which persons move in an ordered,
predictable sequence”
(Wilensky)
 It denotes the personal actions one
undertakes to achieve the career goals.
 Career development is indispensable for

implementing career plans.

 It consists of activities undertaken by
individual employees and the organization
to meet career aspirations and job
requirements
I. Challenging initial jobs
II. Dissemination of career option
information
III. Job postings
IV. Assessment centre's
V. Continuing education and training
VI. Career development workshops
VII. Periodic job changes
VIII. Sabbaticals(Leave granted at intervals)
 Concept is based on the employees who
receive challenging job assignments early
in their career do better on later jobs.
 Successful meeting of initial challenges

stimulates the person to perform well in the

subsequent years.
 The manger identifies the career paths of
successful employees within the
organization.

 The information gathered is make available

to all employees in the organization.
 Job posting provides a channel by which the
organization lets employees know what jobs
are available and , for future reference and
, requirements.
 This consists of the abilities, experience,

and seniority requirements to qualify for

vacancies.
 The way by which, mangers obtain
observable evidence of individuals ability to
do certain jobs.
 More importance is given to performance

appraisal.
 Education and training is provided to the
employees (consists of on-the-job training).
 This is done within the organization and

outside the organization like colleges,

universities, etc.
 Bringing together the groups of employees
with their supervisors and manager’s under
one roof.
 Identifies the problems and mismatches

among them.
 Resolves the problem.
 Job changes can be in the form of vertical
promotion , lateral transfers or
assignments.
 Varied experiences build confidence and

provide +ve feedback .

 Encourages the employees to accept new

challenges and greater responsibilities.

 Means leave granted at intervals.
 Leave granted for attending executive
development conferences, uninterrupted
reading , and accepting lectureship in
universities, etc.
 Enhances individual’s career development.
I. Career Performance
II. Career Attitudes
III. Career Identity
IV. Career Adaptability
 This is judged by the level of objective
success and the level of psychological
success.
 Objective success consists of common
measure of success, such as pay, reputation
and high office in organization.
 Psychological success occurs when self

esteem increases.
 Psychological success is linked towards

objective success.
 This indicates specific individual attitudes
towards work.
 Attitudes are about work itself, job
satisfaction, level of achievement, etc.
 Begins at early in life before a person has a

job and shapes the person’s work

experiences.
 Individual identity is the unique way by which
a person believes he or she fits into the world
.
 Career identity is the particular facet of a

person’s identity related to occupation

activities.
 This is individuals willingness and capacity
to change occupations and or the work
setting in order to maintain his or her
standards of career progress.
I. Exploration
II. Establishment
III. Mid-Career
IV. Late-Career
V. Decline
 Represents pre-employment stage.
 Ends for most individuals in mid-twenties.
 Directions by the parents, teachers, friends,

film, mass media etc has great influences.

 In this period the number of expectations of

one’s career is developed.

 This stage covers about 10 years from the
age of 25.
 In this stage the individual tries to get

settled in some organization.

 Consists of uncertainties and anxieties, and

increased responsibilities.
 During this stage person tries to establish a

place in society & work for career

advancement.
 Junior- senior status.
 Stage between age of 35 & 45.
 This stage is highly problematic and
stressful.
 Search for new life goals.
 Get greater responsibilities and attractive

and appreciable rewards.

 Stage continues for about 20 years from
mid- forties.
 Career graph of an individual may be

characterized by growth and stagnation.

 Decreased work mobility and will be locked

in their current jobs.

 Stage after the age of 65.
 Individual is forced to step out.
 High achievers are teased by inactivity and

non-creativity.
 Retirement in imminent.
I. Mobility
II. Career and Family
III. Dual-Career Family
 Do not stay in one position and not even in
a single organization.
 Lateral moves are made which may be

internal or external.
 Results in mid-life crisis.
 Counseling can over come the mid-life

crisis.
 Professional men tend to reduce attention at
home as a result of work responsibilities.
 Problems in family will affect the efficiency

and behavior of work.

 Professional women faces conflict between

work and home responsibilities.

 This problem can overcome through
successful selection of mentor’s by
individuals.
 Now-a-days both partners in family pursue
professional careers.
 Husband-wife pairs experiences conflict
between their work & family responsibilities.
 Effective time management and willingness

for adjustment helps to overcome this

problem.
 T.N CHABRA “HUMAN RESOURCE
MANAGEMENT” PAGE NO:277-290

 L.M PRASAD “HUMAN RESOURCE

MANAGEMENT” PAGE NO:332-336