Fundamentals of Human Resource Management

Eighth Edition

DeCenzo and Robbins

Chapter 9
Managing Careers

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Introduction
Traditionally, career development referred to programs offered by organizations to help employees advance within the organization. Today, each individual must take responsibility for his or her career. Organizations now focus on matching the career needs of employees with the requirements of the organization. While many organizations still invest in their employees, they dont offer job or career security and they cant meet the needs of everyone in a diverse workforce.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

What is a Career?
Definition
Pattern of work-related experiences that span the course of a persons life. Reflects any work, paid or unpaid. Broad definition helpful in todays work environment where employees and organizations have diverse needs.

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Mentoring and Coaching

Effective coaches give guidance through direction, advice, criticism, and suggestion in an attempt to aid the employees growth. Mentors are typically senior-level employees who:
support younger employees by vouching for them answering for them in the highest circles introducing them to others advising and guiding them through the corporate system

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Mentoring and Coaching

Disadvantages include:
tendencies to perpetuate current styles and practices reliance on the coachs ability to be a good teacher

Considerations for organizations:

coaching between employees who do not have a reporting relationship ways to effectively implement cross-gender mentoring
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Traditional Career Stages

Also look at Exhibit 9-1; below is Exhibit 9-2

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Traditional Career Stages

1. Exploration Includes school and early work experiences, such as internships & co-ops. Involves trying out different fields; discovering likes and dislikes; forming attitudes toward work & social relationship patterns 2. Establishment Includes search for work; getting first job; getting evidence of success or failure Takes time and energy to find a niche and to make your mark.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Traditional Career Stages

3. Mid-Career Challenged to remain productive at work Employee may continue to grow, plateau (stay competent but not ambitious), or deteriorate 4. Late career Successful elder states persons can enjoy being respected for their judgment. Good resource for teaching others. Those who have declined may experience job insecurity. Plateauing is expected; life off the job increases in importance.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Traditional Career Stages

5. Decline (Late Stage) May be most difficult for those who were most successful at earlier stages. Todays longer life spans and legal protections for older workers open the possibility for continued work contributions, either paid or volunteer. Good career choice outcomes provide positive self-concept and opportunity to do work we think is important.
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

Enhancing Your Career

The individual holds primary responsibility for his/her career. Suggestions on how to do that are:

Fundamentals of Human Resource Management 8e, DeCenzo and Robbins