Career Planning and Development

Chapter 10
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Objectives
Understand the importance of career planning and
development
Identify the responsibility for career planning and
development
Discuss the HR departments role in career
planning and development
Discuss some of the major factors contributing to
successful career development
Understand the preparation desirable for a career
in HRM
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Course Overview
- A Big Picture & Where We Are
Human Resource Management (Stone)
Part 1

Introducing
HRM
(Ch1-4)


Part 3

Developing
HR
(ch8-10)


Part 2
Determining,
Attracting,
&
Selecting
HR
(ch5-7)
Part 4

Rewarding
HR
(ch11-13)


Part 5

Managing
HR
(Ch14-19)


Part 6

HR in a
Changing
World
(Ch 20-21)
Part 7

Assessing
HRM
(Ch 22)

Today: Ch8. Perf
appraisal & magt
Ch9. HR
development
Ch10. Career
development
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Career Goals
What do you want to get
from your career?

What is the difference
between a career and a
job?
Status
Meaning of life
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Boundaryless careers
Careers that involve
switching jobs,
specialisations,
companies, industries
and location.

They may involve:
Upwards
Downwards
Sideways moves.
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CAREER PLANNING
AND DEVELOPMENT
Involves two processes:
career planning (employee centred)
career management (organisation centred).
Benefits to organisational:
communication of career
opportunities to employees
(enhance retention)
a better match between
employee career aspirations
and organisational opportunities
achievement of EEO goals.
Benefits employees:
better self-
understanding
better identification of
desired career goals.
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EMPLOYEES RESPONSIBILITY
QUESTIONS TO CONSIDER
Where do I want to go?
What do I need to get there?
How can I tell how well I am doing?
How can I get out of the box I am in?
What can I do now?
It is the employees responsibility to:
analyse their situation, identify their career objectives and develop
action steps to achieve their objectives.
keep themselves marketable.



Key questions to consider:
If employees are passive they may lose their employability.
Still, many employees ignore their responsibility
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The HR departments responsibility
Provide:
career education information, vocational
guidance, career counselling information,
on-the-job opportunities and career options.

Career counselling
Involves giving information and advice
to employees to facilitate their career
planning and development.
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Factors to consider in career
development
Performance
Exposure
Employer reputation
Nepotism
Mentoring
Ingratiation
Development
International experience
Language skills
Computer and
keyboard skills
Networking
Goal setting
Golf
Appearance

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Careers
Plateau
Point in an individuals career where the
probability of further advancement is
negligible

Meltdown
Occurs when an employees career
commences a downward spiral. Typically
characterised by termination, demotion,
being bypassed for promotion and being
politically marginalised.
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Careers
Transition
Involves a significant change in an employees
career via transfer, demotion, promotion,
overseas assignment or switch from one
occupation to another.
Dual Careers
Situation where both spouses or partners have
career responsibilities and aspirations.
Outplacement
Special assistance given to terminated
employees to help them to find jobs with other
organisations.
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Worklife balance
Worklife conflict implications?
Downshifters
Employees who make a voluntary
long-term lifestyle change involving less
work, less income and less consumption.
Flame-out track
A situation where employees work to
excess, make lots of money, acquire
many assets and then quit to take an
open-ended sabbatical.
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Careers in HRM
Job variety
Remuneration
Working conditions
Career preparation
Accreditation
HRM as a profession
Professional associations
Professional literature
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HRM AS A PROFESSION
Job variety
Exists for both generalist and
specialist HRM

Remuneration
Lagged behind employees in other
functions.
As it becomes more of a profit
contributor and strategic business
partner, the monetary differential is
reducing.
Working conditions
Career preparation
Education
Competencies
Experiences
Accreditation
Accreditation
The process of
certifying the
professional
competence of HR
specialists
Professional
associations
Groups of
specialists who join
together to advance
their profession and
development
Professional
literature
Relating to a
particular academic
discipline or
occupation
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Summary
Increasing competition, accelerating
change and relentless restructuring have
made career planning and development
critical for both organisations and
employees.
Effective planning is critical to meeting
objectives.
Prime responsibility for career planning is
with the employee, however, the
organisation should facilitate the process.
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Plugging into a Career Plan at Consumer Electronics
Sam has been an employee at Consumer Electronics for three years. He has worked in
the warehouse since his first day with CE and has seen most of his co-workers get
promoted to sales and beyond, Consumer Electronics has a promotion-from-within
policy. All of the current sales staff started working in the warehouse. Before they moved
into sales, though, most of them took courses at a local community college in sales and
marketing, and some even took courses in electronics repair and maintenance, The
company does not formally require such courses of its salespeople and does not
reimburse them for their tuition costs.
Sam does not think he needs these courses. He has tinkered with electronic devices
since he was in grade school, so he is sure the electronics courses would be a waste of
time. Further, he worked in sales at a furniture retailer for a year and a half before he
got his job and was the top seller during his last quarter there. He feels he is qualified
for a sales job right now.
When he was given the opportunity to work on the loading dock, Sam turned it down
because it was still a warehouse job He also applied for higher-level jobs in the
company but never got them. He had hoped to be a sales manager by now, but he is,
still in the warehouse. Now he finds it hard to care much about his job or the
organization, and keeps wondering if he will be fired.
TUTORIAL EX.
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Select the best ideas generated in your team and share them with
the class:
What do you think Consumer Electronics should do about Sam's career
aspirations?
If you were Sam's supervisor, what would you say to him and what would
you do?
If you were a consultant to Consumer Electronics, what advice would you
give top management about the company's lack of a formal development
program for employees?
At least part of the problem appears to be that Sam isn't taking
responsibility for his own development and advancement. Identify how
Sam can do more to advance his own career.
Do you think it's possible for all people to learn the skills necessary to
develop and. advance themselves? Or is this an area in which some
people excel and others don't? Support your answer with arguments.
TUTORIAL EX.