CAREER & CAREER
MANAGEMENT
PRESENTATION OF GROUP ONE
INTRODUCTION
 Career development is important for companies to
create and sustain a continuous learning environment
 The biggest challenge companies face is how to
balance advancing current employees’ careers with
simultaneously attracting and acquiring employees
with new skills
 The growing use of teams is influencing the concept
of careers
 e.g., project careers
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CONT..
Changes in the concept of career affect:
 employees’ motivation to attend training programs
 the outcomes they expect to gain from attendance
 their choice of programs
 how and what they need to know
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WHAT IS CAREER
MANAGEMENT
Career management is the process through which
employees:
 Become aware of their own interests, values,
 strengths, and weaknesses
 Obtain information about job opportunities within the
company.
 Identify career goals
 Establish action plans to achieve career goals
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IMPORTANCE OF CAREER MANGEMENT
From the company’s perspective, the failure to motivate
employees to plan their careers can result in:
 a shortage of employees to fill open positions
 lower employee commitment
 inappropriate use of money allocated for training and
development programs.
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CONT..
From the employees’ perspective, lack of career
management can result in:
 frustration
 feelings of not being valued by the company
 being unable to find suitable employment should a job
change be necessary due to mergers, acquisitions,
restructuring, or downsizing
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CAREER MANAGEMENT & CAREER MOTIVATION
Career motivation refers to:
 Employees’ energy to invest in their careers.
 Their awareness of the direction they want their
careers to take.
 The ability to maintain energy and direction despite
barriers they may encounter.
 Career motivation has three aspects:
• Career resilience
• Career insight
• Career identity
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CONT..
 Career resilience: the extent to which employees are
able to cope with problem that affect their work
 Career insight involves:
• how much employees know about their interests, skills ,
strengths, and weaknesses.
• The awareness of how these perceptions relate to their
career goals.
 Career identity: the degree to which employees define
their personal values according to their work.
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WHAT IS A CAREER
 Traditional Career
 Sequence of positions held within an occupation
 Context of mobility is within an organization
 Characteristic of the employee
 Protean Career
 Frequently changing based on changes in the person and
changes in the work environment.
 Employees take major responsibility for managing their
Careers.
 Based on self-direction with the goal of psychological
success in one’s work.
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COMPONENTS OF CAREER
MANAGEMENT PROCESS
Self-Assessment
 Use of information by employees to determine their
career interests, values, aptitudes, and behavioral
tendencies
 Often involves psychological tests
Reality Check
 Information employees receive about how the
company evaluates their skills and knowledge and
where they fit into company plans.
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CONT..
Goal Setting
 The process of employees developing short- and longterm career objectives.
 Usually discussed with the manager and written into a
development plan.
Action Planning
 Employees determining how they will achieve their
short- and long-term career goals.
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SHARED RESPONSIBILITY
ROLES IN CAREER MANAGEMENT
Manager
Employees
Company
HR Manager
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EMPLOYEE ROLE IN CAREER
MANAGEMENT
 Take the initiative to ask for feedback from
managers and peers regarding their skill strengths
and weaknesses
 Identify their stage of career development and
development needs
 Seek challenges by gaining exposure to a range of
learning opportunities
 Interact with employees from different work
groups inside and outside the company
 Create visibility through good performance
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MANAGER’S ROLES IN CAREER
MANAGEMENT
Roles
responsibility
Coach:
clarify concerns and define them.
Appraiser:
give feedback, clarify standard, clarify
.
job responsibility, clarify comp needs.
Advisor:
generate options experience & r/ship
Refferal agents:
link to career mngmt resource
follow up on career mngmt plan.
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HR MANAGER’S ROLE IN CAREER
MANAGEMENT
 Provide information or advice about training and
development opportunities
 Provide specialized services such as testing to
determine employees’ values, interests, and skills
 Help prepare employees for job searches
 Offer counseling on career-related problems
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COMPANY’S ROLE IN CAREER
MANGEMENT
 Companies are responsible for providing
employees with the resources needed to be
successful in career planning:
• Career workshops
• Information on career and job opportunities
• Career planning workbooks
• Career counseling
• Career paths
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EVALUATING CAREER MANAGEMENT
SYSTEMS
 Career management systems need to be evaluated
to ensure that they are meeting the needs of
employees and the business
 Two types of outcomes can be used to evaluate:
• Reactions of the customers (employees and managers)
who use the career management system
• Results of the career management system
 Evaluation of a career management system
should be based on its objectives
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PERFORMANC
E APPRAISAL
INTRODUCTION
Performance appraisals are based on the employee’s progress against goals set once a year with his or her
manager. Usually, employees and managers will have check-ins throughout the year; at the end of the year the
manager assigns an overall rating.
The appraisal process gives employees feedback on their work, helps managers make decisions about pay
increases and bonuses, and identifies areas that need improvement. Ongoing poor performance can lead to
reprimands or termination.
Because performance appraisals affect an individual’s employment path, they can be stressful for employees.
Performance appraisals are also called performance evaluations, performance reviews, development discussions,
or employee appraisals.
If you conduct a successful performance appraisal, you can get a handle on what the employee does best and
identify areas that require improvement. Appraisals also come in handy for deciding how to fill new positions in the
company structure with existing employees.
CONTI…
Performance management system of design is one key methods HR uses to contribute organizational
performance.
1. Performance management : series of activities designed to ensure that the organization gets the
performance it needs from its employee.
WHAT’S PERFORMANCE
APPRAISAL.
Performance appraisal is : process of determinng how well employees do their job relative to standard and
communication that information to the employees.
its a systematic and periodic process of measuring an individual’s work performance against the established
requirements of the job. It’s a subjective evaluation of the employee’s strengths and weaknesses, relative worth
to the organization, and future development potential.
Types of performance appraisal:
1.
360-Degree Appraisal
The manager gathers information on the employee’s performance, typically by questionnaire, from supervisors,
co-workers, group members, and self-assessment.
2. Negotiated Appraisal
This type of appraisal uses a mediator to help evaluate the employee’s performance, with a greater emphasis on
the better parts of the employee’s performance.
CONTI…
3. Peer Assessment
the team members, workgroup, and co-workers are responsible for rating the employee’s performance.
4.
Self-Assessment
human resources (HR) departments typically create performance appraisals as a tool for employees to advance
in their careers. They give people feedback on how well they are doing in their jobs, ensuring that they are
managing and achieving the goals set for them and assisting them if they fall short.
 Uses of PA:
Main reason for appraising performance is to enable employees to use their efforts and efforts so that
organization can achieve their goals and consequently their own goal.
So that, Performance appraisals are used to review the job performance of an employee over some period of
time. These reviews are used to highlight both strengths and weaknesses to improve future performance.
CONT…
Generally the following are some the main uses of PA:
1. Performance improvement:
2. Compensation adjustment
3. Placement decision
4. Training and development needs.
5. Career and planning development.
6. Staffing process definciencies
7. Informational inaccurancies and so on.
PERFORMANCE APPRAISAL AIMS
TO:
Provide helpful information to help make decisions regarding transfers, promotions, terminations, etc.
Supply the necessary data to identify employee training and development program requirements.
Help make confirmation/acceptance decisions regarding employees who have completed a probationary period.
Help make decisions regarding raising an employee's salary, offering incentives, or changing variable pay.
•Clarify expectations and facilitate communication between managers and subordinates.
•Collect relevant employee data and keep the records for various future organizational purpose
Help employees realize their whole potential performance level.
METHODS OF PERFORMANCE
APPRAISAL
Performance appraisals come in many forms. Managers and human resources staff responsible for these appraisals
need to choose the best methods based on the size of their organization and what sorts of responsibilities the
employees fulfill.
1.
The Assessment Center Method:
This method consists of exercises conducted at the company's designated assessment center, including computer
simulations, discussions, role-playing, and other methods. Employees are evaluated based on communication skills,
confidence, emotional intelligence, mental alertness, and administrative abilities. The rater observes the proceedings
and then evaluates the employee's performance at the end.
2. Behaviorally Anchored Rating Scale (BARS):
this appraisal measures the employee’s performance by comparing it with specific established behavior examples.
Each example has a rating to help collect the data.
3. Customer/Client Reviews:
This method fits best for employees who offer goods and services to customers. The manager asks clients and
customers for feedback, especially how they perceive the employee and, by extension, the business.
CONTI…
4. General Performance Appraisal:
This method involves continuous interaction between the manager and the employee, including setting
goals and seeing how they are met.
5. Management By Objective (MBO):
This process involves the employee and manager working as a team to identify goals for the former to
work on. Once the goals are established, both parties discuss the progress the employee is making to
meet those goals. This process concludes with the manager evaluating whether the employee
achieved the goal.
6. Rating Scales:
These ratings measure dependability, initiative, attitude, etc., ranging from Excellent to Poor or some
similar scale. These results are used to calculate the employee's overall performance.
PROCESS OF PERFORMANCE
APPRAISAL.
Setting up
performance
standard
Comminicate P
expectations to
employees.
Measure actual
performance
Compare actual
performance with
standard
Discuss appraisal with
employee and inite
action
CONTINUE…
BENEFITS OF PERFORMANCE
APPRAISALS.
Here is a list of advantages that performance appraisals bring to the table:
They help supervisors plan promotions for solid, performing employees and dismiss inefficient workers.
•They help the organization decide how to compensate the employees best. Also, companies can use
performance appraisal records to help determine extra benefits and allowances.
the performance appraisals can help make changes in the selection process which inevitably help hire better
employees.
And finally, Performance reviews effectively communicate the employee's performance status and provide a
great way to give feedback on how the employee is doing at their job.
THANK YOU
MBA-HRM CLASS
GROUP NAMES
Hodo Sulaiman
Ahlam Kadar
Amira Mohamed
Ifrah Mohamud Abdi