Chapter 10
1.
Compare employees’ traditional and career planning-oriented HR focuses
2.
Explain the employee’s manager’s and employer’s career development roles
3.
Describe the issues to consider when making promotion decisions
4.
Describe the methods for enhancing diversity through career management
5.
Answer the question: How can career development foster employee commitment?
1

The Basics of Career Management
Career The occupational positions a person has had over many years
Career Management
The process for enabling employees to better understand and develop their career skills and interests, and to use these skills and interests more effectively
Career Development
The lifelong series of activities that contribute to a person’s career exploration, establishment, success, and fulfillment
Career Planning
The deliberate process through which someone becomes aware of personal skills, interests, knowledge, motivations, and other characteristics; and establishes action plans to attain specific goals
2

The Basics of Career Management
Up
Ward
Up
Ward
Not Any More
3

The Basics of Career Management
Not Any More
4

The Basics of Career Management
Not Any More
5

The Basics of Career Management
6

The Basics of Career Management
The deliberate process through which a person becomes aware of personal career-related attributes and the lifelong series of steps that contribute to his or her career fulfillment
7

Roles in Career Planning and
Development
The employees
Role
The Manager Role Mentors (Formal / Informal)
The Employer /
Organization Role
Life Cycle Career Management
Reality Shock Job Rotation
Mentoring Programs
Formal or informal programs in which mid-and senior-level managers help less experienced employees
– for instance, by giving them career advice and helping them navigate political pitfalls
8

Roles in Career Planning and
Development
Innovative Corporate Career Development Initiatives
7
8
5
6
3
4
1
2
Provide each employee with an individual budget
Offer on-site or online career centers
Encourage role reversal
Establish a
“corporate campus.”
Help organize
“career success teams.”
Provide career coaches
Provide career planning workshops
Utilize computerized on- and offline career development programs
9

Roles in Career Planning and
Development
Improving Productivity Through HRIS: Career Planning and Development
10

Managing Promotions and Transfers
Advancements to positions of increased responsibility
Reassigning to similar positions in other parts of the firm
11

Managing Promotions and Transfers
Decision 1
Decision 2
Decision 3
Decision 4
Making Promotion Decisions
Is Seniority or Competence the Rule?
How Should We Measure Competence?
Is the Process Formal or Informal?
Vertical, Horizontal, or Other?
1
2
Handling Transfers
What are employees
’ reasons for desiring transfers?
What are employers ’ reasons for transferring employees?
12

Enhancing Diversity Through Career
Management
Sources of Bias Discrimination in Promotion Decisions
Different Career Challenges
3
4
1
2
Taking Steps to Enhance Diversity: Women
’s and Minorities’ Prospects
Eliminate institutional barriers
Improve networking and mentoring
Eliminate the glass ceiling
Institute flexible schedules and career tracks
13

Career Management and Employee
Commitment
The New Psychological Contract
Old Contract Do your best and be loyal to us, and we ’ll take care of your career
New Contract
Do your best for us and be loyal to us for as long as you
’re here, and we’ll provide you with the developmental opportunities you ’ll need to move on and have a successful career
Commitment-Oriented Career Development Efforts
Career development programs 1
2 Career-oriented appraisals
14

Retirement
The point at which one gives up one
’s work, usually between the ages of 60 and 65
Counseling provided to employees who are about to retire, which covers matters such as benefits advice, second careers, and so on
15

Retirement
HR Practices for Older Workers
1 Create a Culture that Honors Experience
2 Offer Flexible Work
3 Offer Part-Time Work
16