9
Developing
Careers
© 2004 by Prentice Hall
Terrie Nolinske, Ph.D.
9-1
Challenges to HR
• How can organizations help develop
careers?
• How can people develop their own
careers?
• What types of organizational cultures
support career development?
© 2004 by Prentice Hall
Terrie Nolinske, Ph.D.
9-2
Career Development
An ongoing, formalized
effort that focuses on
developing enriched
and more capable workers.
© 2004 by Prentice Hall
Terrie Nolinske, Ph.D.
9-3
Link Organizational / Individual Needs
Organizational Needs
• Identify critical challenges organization
will face over next 2 - 3 years.
• Describe skills, knowledge, experience
needed to meet those challenges.
• Identify necessary staffing levels.
• Determine whether organization has
capabilities to meet challenges.
© 2004 by Prentice Hall
Terrie Nolinske, Ph.D.
9-4
Link Organizational / Individual Needs
Individual Needs
Offer career opportunities that
• focus on strengths
• address developmental needs
• provide challenges
• match interests
• match values
• match personal style
© 2004 by Prentice Hall
Terrie Nolinske, Ph.D.
9-5
Career Development
Self assessment
• Conduct skills
assessment
• Determine strengths
and growth areas
• Complete interest,
personality and/or
preference inventories
• Clarify values – what
satisfies you
© 2004 by Prentice Hall
Terrie Nolinske, Ph.D.
9-6
Career Development
Organizational Assessment
• Assessment centers
• Psychological testing
• Performance appraisal
• Promotability forecasts
• Succession planning
© 2004 by Prentice Hall
Terrie Nolinske, Ph.D.
9-7
Career Planning
Information Services
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Job-posting systems
Skills inventories
Career paths
Career resource
center
• Individual career
counseling
© 2004 by Prentice Hall
Terrie Nolinske, Ph.D.
9-8
Career Path
Possible directions
and career
opportunities,
steps and
timetable…
© 2004 by Prentice Hall
Terrie Nolinske, Ph.D.
9-9
Career Development
Development Phase
• Mentoring
• Role modeling
• Coaching
• Job Rotation
• Tuition Assistance
© 2004 by Prentice Hall
Terrie Nolinske, Ph.D.
9 - 10
Career Development
Organizational Priority
• Communicate commitment to career
development
• Make career development a priority for all
• Provide appropriate training
• Make development a collaborative effort
• Review personal career goals (quarterly)
and progress towards achievement
© 2004 by Prentice Hall
Terrie Nolinske, Ph.D.
9 - 11
Career Development
Organizational Priority (cont’d)
• Add written examples and comments to
performance appraisals
• Provide support to managers so they can
support their staff
• Encourage employees to attend
continuing education
• Encourage managers to develop
collaborative relationships with staff
© 2004 by Prentice Hall
Terrie Nolinske, Ph.D.
9 - 12
Coaching Tips
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Identify purpose
Use active listening
Ask questions
Explore assumptions
Offer constructive feedback
Encourage employee to identify his
or her challenges and clarify needs.
© 2004 by Prentice Hall
Terrie Nolinske, Ph.D.
9 - 13
Suggestions for Self-Development
• Create your own mission statement.
• Take responsibility for your own growth.
• Make enhancement your priority, not
advancement.
• Talk to people in positions to which you
aspire; get suggestions on how to proceed.
• Make investment in yourself a priority.
© 2004 by Prentice Hall
Terrie Nolinske, Ph.D.
9 - 14
Suggestions for Advancement
• Performance in work role is important
but interpersonal skills are critical
• Set priorities
• Provide solutions, not problems
• Be a team player
• Be customer - oriented
• Act as if what you’re doing makes a
difference
© 2004 by Prentice Hall
Terrie Nolinske, Ph.D.
9 - 15
Case
Career Self Assessment
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Does what you’re doing at work match
your values?
What work do you find meaningful?
How does your organization treat you?
Does your manager support career
growth?
Are you satisfied with your quality of life?
© 2004 by Prentice Hall
Terrie Nolinske, Ph.D.
9 - 16