Integrate the concepts of career planning and career management with an understa

Question

Integrate the concepts of career planning and career management with an understanding of those same or similar concepts from a Christian worldview.

Define career concepts (e.g., career, relationship of career to non-work activities, career development, career planning and management).

Describe how models of life – using stage views of adult development, and career development enhance our understanding of careers.

Compare and contrast traditional and contemporary models of career development.

Explain the process of career management and identify activities individuals and organizations use to actively manage employee careers.

Identify the roles and responsibilities of the individual, manager, and HRD and career development professional in career management.

Describe the six career development categories (e.g., employee self-assessment tools, individual counseling or career discussions, internal labor-market information exchanges, organizational-potential assessment processes, job matching systems, and development programs) and identify the various career development activities in each of those categories.

Discuss the issues in career development (e.g., developing career motivation, career plateau, job enrichment, and nonexempt employee development) and summarize the systematic approach to creating, delivering, and evaluating an effective career development program.

Explain the concept of life calling, distinguish it from career planning and career development, and illustrate how an employee’s interests, talents, giftedness, and unique calling may be identified and utilized within an organizational setting.

Explanation / Answer

Career planning is a deliberate process of being aware of self, available opportunities, existing constraints with the alternative choices and sequences. It also involves, identifying career related goals and undertaking work education and related developmental exercises to provide the right direction, proper timing and sequences to attain a specific career goal.Essentially, Career planning helps the employees to plan for their careers in terms of their capacities and competencies within the context of organisational needs. It is concerned with devising an organisational system of career movement and growth. That provides opportunities for an individual to grow and develop progressively and consistently from the point of entry of an employment to the point of his or her retirement.

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 and establish action plans to achieve career goals.

Career planning is an ongoing process by which an individual sets his career goals and identifies the means and ways to achieve them. The way people plan for their life’s work is considered as career planning. It propels and sometimes compels an individual to explore, choose and strive in order to derive satisfaction with one’s career objective. Hence has significance in individual’s life.

From the company’s perspective, the failure to motivate employees to plan their careers can result in:

From the employees’ perspective, lack of career management can result in:

Relationship of Career to Non-work Activities include:

Career development is the process by which employees progress through a series of stages.Each stage is characterized by a different set of developmental tasks, activities, and relationships.

There are four career stages:

The traditional career reflects the view that careers are bound to single organizations (which manage them; i.e., corporate-bound careers) or particular professions that individuals normally join at the entry stage of their careers.Traditional career models implicitly assume that careers generally fit that pattern.It is traditionally associated with higher organizational commitment and a relational psychological contract.This concept was shaped by the societal and work structures of the industrial and part of the postindustrial era.It should be viewed as a metaphor that generally fits the mentality of careers in a particular era rather than as the norm in that era.

Protean Career is releated with frequently changes based on changes in the person and changes in the work environment. Employees take major responsibility for managing their careers and based on self-direction with the goal of psychological success in one’s work.

Career Planning and mangement process include:

Self-Assessment-Use of information by employees to determine their career interests, values, aptitudes, and behavioral tendencies and many times involves psychological tests.

Reality Check-Information employees receive about how the company evaluates their skills and knowledge and where they fit into company plans.

Goal Setting-The process of employees developing short- and long-term career objectives and 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.

Employees’ Role in Career Management:

Managers’ Role in Career Management:

HR Manager’s Role in Career Management:

The six career development categories inculdes:

Career motivation refers to

Career motivation has three aspects:

Career plateau is the point in time in a professional's career, where the possibility of a vertical promotion is less. The position of the employee becomes stagnant with same and repetitive work and responsibilities. Because of the way organizations are shaped, the hierarchy of organizations reduce the possibility of employees to grow vertically after a point in time. Plateauing is an issue faced by individuals wherein they feel that their present is not progressive and their future is ambiguous. When their lives stabilize individuals can become very dissatisfied. Dissatisfied employees are a drawback to organizations and hence it is important to ensure employees do not plateau. This can be done by providing a variety of training and developing opportunities in specialized technical skills or general skills such as foreign language. Organizations also take up career planning initiatives where individual employees are given a personalized career growth plan. One major challenge with plateauing is that people may not be aware of the problem they are facing; hence it makes it difficult for the HR to address the issue.

Job enrichment is a management concept that involves redesigning jobs so that they are more challenging to the employee and have less repetitive work.he purpose of job enrichment is to make the position more satisfying to the employee. Overall goals for the company often include increasing employee job satisfaction, reducing turnover, and improving productivity of employees.

Non-exempt employee development inculdes programme and courses which are mandatory for employee to attained which are recognised by oragnisation as good for employee career development.

Life calling is the things which drives employee and everything he wants to create life.The thing (or things) that matters most employee . So for organistion purpose , things which motivate and drive empolyee need to be evaluated so that employee can give his best and enjoy the work.

Employee and organisation must identify the talents and natural giftedness having which can be utilized in an organisation.

Career planning and development includes all those events that is happening to or initiated by an individual affecting his/ her progress or promotion. It happens by widening and/or changing employment possibilities and is characterized by different and higher status, better conditions of service and increased satisfaction with the job. It revolves round events and occurrences an individual goes through while moving up the hierarchic ladder.It links each stage, phase, event of individual’s work life and acts as the ‘buckle’ that fastens an employee to the organisation. Career planning or development is primarily ‘proactive’ in the sense that, it must anticipate future, rather than be taken over by emerging situations

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