„ In simple terms, a ~

is a sequence of
positions held by a person during the
course of his/her working life.

„ ’lthough planning for, managing and

developing the career is primarily an
individual¶s own responsibility,
organizations also need to be an active
partner in this process.


  
 
„ he concept of ~



can be defined as ³an ongoing process

by which individuals progress through a
series of stages, each of which can be
characterized by relatively unique set of
issues, themes and tasks.´


  
 
„ areer development has tremendous
benefits for the organization:
 Needed talent will be available
 he organization¶s ability to attract and
retain talented employees improves
 Reduced employee frustration
 Enhanced organizational goodwill


  
 
„ 

   is a deliberate process
of becoming aware of
 aelf
 Opportunities
 onstraints
 hoices
 onsequences


  
 
„ It also includes
 Identifying career-related goals, and

 Working to attain career goals



  
 
„ ¦iewed in this way, career planning is an
activity performed by the individual to
understand and attempt to control his or
her own work life.

„ he individual need not perform this

activity alone ± help can be obtained
from counselors, supervisors, etc.


  
 
„ 

 
is ³an ongoing
process of preparing, implementing and
monitoring career plans undertaken by
the individual alone or in concert with
the organization¶s career systems.´


  
 
„ areer management may include
activities that help the individual develop
and carry out career plans, but the focus
is on taking actions that increase the
chances that the organization¶s
anticipated HR needs will be met.


  
 
„ Individuals go through distinct phases of
life which poses specific issues and
challenges to be dealt with.


  
 
„ atages of areer
 Exploration
 Establishment
 Mid-areer
 Late-areer
 Decline


  
 
„ 0reenhaus et al¶s Five atage Model
 Preparation for Work (0±25)
 Organizational Entry (18±25)
 Early areer (25±40)
 Mid-career (40±55)
 Late areer (55±retirement)


  
 
„ For successful management of one¶s
career, it is essential that the issues
associated with all the stages be
successfully managed by the individual.


  
 
„ ontemporary ¦iews of areer
Development
 §

 ~

± he concept of protean
career argues that individuals drive their
own careers, not organizations, and that
individuals reinvent their careers over time
as needed.


  
 
„ he multiple career concept model
suggests that there are four different
patterns of career experiences, called
career concepts.


  
 
„ hese four concepts differ in terms of
the direction and frequency of
movements within and across different
kinds of work over time, and distinctly
different sets of motives underlie each of
the four concepts.


  
 
  
± steady movement up the hierarchy
to positions of greater responsibility and
authority. Motives are desire for power and
achievement.

 3 

± devotion to expertise within an
occupation, focus on building knowledge
and skill within a specialty. Motives are
desire for competency and stability.


  
 
 a
 ± periodic moves across related
occupations, disciplines, or specialties.
Motives include creativity and personal
growth.

 


 ± frequent moves across
different jobs or fields. Motives include
variety and independence.


  
 
„ Organizational areer Planning &
Development echniques:
 Interest Inventories

 Personality ests

 Mentoring


  
 
„ It is to be noted, however, that the
responsibility for managing a career
primarily belongs to the individual.

„ he organization¶s role is to provide

assistance and information to the
employees, but it is not responsible for
growing an employee¶s career.


  
 


 
 
„ onsider managing your career like an
entrepreneur managing a small
business. hink of yourself as self
employed, even if you work in a large
organization.


  
 
„ now yourself

„ Manage your reputation

„ Build and maintain network contacts

„ eep current


  
 
„ Balance your specialist and generalist
competencies

„ Document your achievements

„ eep your options open