UY
Definition of Terms
1. Career development - prepares a person for progression along a designated
career path.
2. Career management - the process through which employees become aware of
their interests, values, strengths, and weaknesses.
3. Career - a general course that a person chooses to pursue throughout his/her
working life.
4. Career planning - a process whereby an individual sets career goals and
identities the means to achieve them.
5. Organizations career pathing - is that phase of HRM that sets up paths along
which the individual moves and progresses over time in the organization.
6. Career path - a flexible line of progression through which an employee typically
moves during employment with a company.
7. Career anchor - self-concept based on differing work motives and
abilities/guides; stabilizes and integrates a persons work experiences.
8. Career plateau - likelihood of additional hierarchical promotion or further job
advancement is low or permanently or temporarily blocked.
9. Career pathing - process by which an employee and his/her supervisor plan a
career progression that takes into account present experiences and skills.
OBJECTIVES OF CAREER DEVELOPMENT
1. To meet the immediate and future HR needs of the
organization on a timely basis.
2. To inform the organization and the individual about
potential career path within the organization.
3. To utilize existing HR programs to the fullest by
integrating the activities that select, assign, develop, and
manage individual careers with the organizations plans.
Career and the Individual
Are key information about career development
from the perspective of the individual taking
the initiative to plan his/her own career.
LOGICAL FLOW OF EVENTS IN DEVELOPING A CAREER
DECLINE
STAGE
MAINTENAN ESTABLISHMEN
CE STAGE T STAGE
ELESIAH KENT CHUA
CAREER PLANNING- Its important to both
organizations and
individuals
A. Career management for new employees
-New employees usually encounter a number
of potential problems including their initial job
and its accompanying challenges.
B. Career management for mid-career employees
-Some mid-career problems include mid-career
plateau and job
Late Career Stageloss.
This is the final stage in an employee's career
where he/she has already reached an age of
adulthood and should eventually prepare
COMPANIES WORKFORCES THREE
IMPLICATIONS
1. Companies must meet the needs of older
employees.
2. Companies must have taken steps to prepare
employees for retirement.
3. Companies must be careful that early
retirement programs do not discriminate against
older employers.
DEVELOPMENT NEEDS DURING LATE CAREER