Career Management

RATIONALE

• The main and ultimate aim of career management

is to let the individual be -aware of himself – his
strengths, weaknesses and aspirations and to match
these with career goals.
 MAJOR CAREER STAGES

1. EXPLORATION STAGE
2. ESTABLISHMENT STAGE or EARLY CAREER
3. MAINTENANCE STAGE or MID CAREER
4. LATE CAREER
5. DECLINE STAGE
 EXPLORATION STAGE
Age: 15-21
Role: student, job applicant
ORGANIZATION INDIVIDUAL
ISSUES ISSUES

How to disseminate How to get accurate

accurate information information about
about organizations and careers in organizations
occupations to young
people
 ESTABLISHMENT STAGE
or EARLY CAREER
Age: 20-34
Role: recruit trainee
ORGANIZATION INDIVIDUAL
ISSUES ISSUES

How to give correct and How to get information

positive image of on career paths and
organization to new personal growth and
recruits development
 MAINTENANCE STAGE
or MID CAREER
Age: 35-50
Role: employee, supervisor, manager
ORGANIZATION INDIVIDUAL
ISSUES ISSUES

How to keep employee How to find alternative

motivated, challenged career paths within
and fully utilized organizations
 LATE CAREER
Age: 51-60+
Role: employee, supervisor,
manager, officer
ORGANIZATION INDIVIDUAL
ISSUES ISSUES

How to help employee How to accept

adjust to new roles as mentoring role
new/younger people
come in
 DECLINE STAGE
Age: 61 and beyond

ORGANIZATION INDIVIDUAL
ISSUES ISSUES

How to use retired How to manage one’s

employee’s wisdom, self and resources
experiences and expertise
 BENEFITS

• Increased productivity
• Deeper job satisfaction
• Higher retention of employees
 ISSUES
• An organization that does not manage the career of its
employees would tend to lose its more ambitious and
better-skilled employees to other organizations.
• Career growth may be constrained by the number of
available positions in the company.
• Employee’s aspirations may change in the course of time.
INSTITUTIONALIZATION OF CAREER MANAGEMENT

• Top management must have the vision and courage

to authorize and operationalize career
management.
• With the use of the KASH (Knowledge, Attitudes,
Skills and Habits) concept, it formulated the four
dimensions by position and requirements.
FOUR DIMENSIONS (KASH Concept)

• Knowledge- How to do things

• Attitude- How the employee comes across to others while
carrying out his tasks
• Skills- How well to do things
• Habits -What we repeatedly and consistently do without
any effort
THE
KASH
BOX