Matakuliah
Tahun
: J0124-Manajemen Sumber Daya Manusia
: 2010
Career Development
14
Learning Outcomes
After studying this chapter, the students should be able to :
• Define career development
• Define career planning
• Define career self-management
Bina Nusantara University
3
The Career Management Goal:
Matching Individual and Organizational Needs
The Employee’s Role
The Organization’s Role
Career
Management
Individual and
Organizational Goals
© 2010 South-Western, a part of Cengage Learning. All rights reserved
FIGURE
5.6
Balancing Individual and Organizational Needs
© 2010 South-Western, a part of Cengage Learning. All rights reserved
Career
• A career is a general course that a person
chooses to pursue throughout his or her
working life
• Career
security
requires
developing
marketable skills and expertise that help
ensure employment within a range of careers
Bina Nusantara University
6
Career Planning
• Career plan lets you know where you are and
where you are going and it must begin with
self-assessment
• Self-assessment :
strength/weakness balance sheet
like/dislike survey
Bina Nusantara University
7
Career Development
Career development is a formal approach used
by the organization to ensure that people with
the proper qualifications and experiences are
available when needed.
The objectives of career development are :
• Effective development of available talent
• Satisfaction
of
employees’specific
development needs
Bina Nusantara University
8
• Improvement of performance
• Increased employee loyalty and motivation,
leading to decreased turnover
• A method of determining training and
development needs
Bina Nusantara University
9
Stages of Career Development
© 2010 South-Western, a part of Cengage Learning. All rights reserved
Career Development Methods
• Manager/employee self-service
• Discussion with knowledgeable individuals
• Company material
• Performance-appraisal system
• Workshops
Bina Nusantara University
11
Career Path
•Traditional career path
• Network career path
• Lateral skill path
• Dual-career path
• Demotion
• Free agents
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12
Alternative Career Moves
Promotion
Exit
Career
Moves
Demotion
© 2010 South-Western, a part of Cengage Learning. All rights reserved
Transfer
The Plateauing Trap
• Career Plateau
 Situation in which for either organizational or
personal reasons the probability of moving up the
career ladder is low.
• Types of Plateaus
 Structural plateau: end of advancement
 Content plateau: lack of challenge
 Life plateau: crisis of personal identity
© 2010 South-Western, a part of Cengage Learning. All rights reserved
Internal Barriers to Career Advancement
• Lack of time, budgets, and resources for
employees to plan their careers and to
undertake training and development.
• Rigid job specifications, lack of leadership
support for career management, and a shortterm focus.
• Lack of career opportunities and pathways
within the organization for employees.
© 2010 South-Western, a part of Cengage Learning. All rights reserved
Dual-Career Couples
• Dual-Career Partnerships
 Couples in which both members
follow their own careers and
actively support each other’s
career development.





Flexible work schedules
Adaptive leave policies
Work-at-home
On-premises day care
Job sharing
© 2010 South-Western, a part of Cengage Learning. All rights reserved