t e n t h e d i t i o n
Gary Dessler
Chapter 10
Part 3 Training and Development
Appendix
Managing Careers
After studying this chapter,
you should be able to:
Compare employers’ traditional and career planning-oriented HR focuses
Explain the employee’s manager’s and employer’s career development roles
Describe the issues to consider when making promotion decisions
Describe the methods for enhancing diversity through career management
Answer the question: How can career development foster employee commitment?
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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.
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The Basics of Career Management
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.
Careers today
Careers are no simple progressions of employment in one or two firms with a single profession.
Employees now want to exchange performance for training, learning, and development that keep them marketable.
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Traditional Versus Career Development Focus
Table 10–1
Source: Adapted from Fred L. Otte and Peggy G. Hutcheson, Helping Employees Manage Careers (Upper Saddle River, NJ: Prentice Hall, 1992), p. 10.
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Employee Career Development Plan
Figure 10–1
Source: Reprinted with permission of the publisher, Copyright , 2003.
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The Individual
• Accept responsibility for your own career.
• Assess your interests, skills, and values.
• Seek out career information and resources.
• Establish goals and career plans.
• Utilize development opportunities.
• Talk with your manager about your career.
• Follow through on realistic career plans.
The Manager
• Provide timely performance feedback.
• Provide developmental assignments and support.
• Participate in career development discussions.
• Support employee development plans.
The Organization
• Communicate mission, policies, and procedures.
• Provide training and development opportunities.
• Provide career information and career programs.
• Offer a variety of career options.
Roles in Career Development
Table 10–2
Source: Fred L. Otte and Peggy G. Hutcheson, Helping Employees Manage Careers (Upper Saddle River, NJ: Prentice Hall, 1992), p. 56.
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Choosing a Mentor
Choose an appropriate potential mentor.
Don’t be surprised if you’re turned down.
Be sure that the mentor understands what you expect in terms of time and advice.
Have an agenda.
Respect the mentor’s time.
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The Employer’s Role in Career Development
Realistic job previews
Challenging first jobs
Career-oriented appraisals
Job rotation
Mentoring
Networking and interactions
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Innovative Corporate Career Development Initiatives
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
Establish a dedicated facility for career development
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Sample Agenda—Two-Day Career Planning Workshop
Figure 10–2
Source: Fred L. Otte and Peggy Hutcheson, Helping Employees Manage Careers (Upper Saddle River, NJ: Prentice Hall, 1992), pp. 22–23. In addition to career development training and follow-up support, First USA Bank has also outfitted special career development facilities at its work sites that employees can use on company time. These contain materials such as career assessment and planning tools.
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Managing Promotions
Making promotion decisions
Decision 1: Is Seniority or Competence the Rule?
Decision 2: How Should We Measure Competence?
Decision 3: Is the Process Formal or Informal?
Decision 4: Vertical, Horizontal, or Other?
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Managing Transfers
Employees’ reasons for desiring transfers
Personal enrichment and growth
More interesting jobs
Greater convenience (better hours, location)
Greater advancement possibilities
Employers’ reasons for transferring employees
To vacate a position where an employee is no longer needed.
To fill a position where an employee is needed.
To find a better fit for an employee within the firm.
To boost productivity by consolidating positions.
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Enhancing Diversity through Career Management
Sources of bias and discrimination in promotion decisions
Having few people of color employed in the hiring department
The “old-boy network” of informal friendships
A lack of women mentors
A lack of high-visibility assignments and developmental experiences (glass ceiling)
A lack of company role models for members of the same racial or ethnic group
Inflexible organizations and career tracks
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Enhancing Women’s and Minorities’
Prospects
Eliminate institutional barriers
Improve networking and mentoring
Eliminate the glass ceiling
Institute flexible schedules and career tracks
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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.”
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Career Management and Employee Commitment
Commitment-oriented career development efforts
Career development programs
Career workshops that use vocational guidance tools (including a computerized skills assessment program and other career gap analysis tools) to help employees identify career-related skills and the development needs they possess.
Career-oriented appraisals
Provide the ideal occasion to link the employee’s performance, career interests, and developmental needs into a coherent career plan.
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Retirement
Retirement
The point at which one gives up one’s work, usually between the ages of 60 and 65.
Preretirement practices
Explanation of Social Security benefits
Leisure time counseling
Financial and investment counseling
Health counseling
Psychological counseling
Counseling for second careers
Counseling for second careers inside the company
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Sample Performance Review Development Plan
Figure 10–3
Source: Business & Legal Reports, Inc.
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Figure 10–4
HR Scorecard for Hotel Paris International Corporation*
Note: *(An abbreviated example showing selected HR practices and outcomes aimed at implementing the competitive strategy, “To use superior guest services to differentiate the Hotel Paris properties and thus increase the length of stays and the return rate of guests and thus boost revenues and profitability”)
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Key Terms
career
career management
career development
career planning
career planning and
development
reality shock
job rotation
mentoring
promotions
transfers
retirement
preretirement counseling
career cycle
growth stage
exploration stage
establishment stage
trial substage
stabilization substage
midcareer crisis substage
maintenance stage
decline stage
career anchors
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t e n t h e d i t i o n
Gary Dessler
Chapter 10
Part 3 Training and Development
Appendix
Managing Your Career
Identify Your Career Stage
Growth stage
Exploration stage
Establishment stage
Trial substage
Stabilization substage
Midcareer crisis substage
Maintenance Stage
Decline Stage
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Identify Your Occupational Orientation
Realistic orientation
Investigative orientation
Social orientation
Conventional orientation
Enterprising orientation
Artistic orientation
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Choosing an Occupational Orientation
Figure 10–A1
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Example of Some Occupations that May Typify Each Occupational Theme
Figure 10–A2
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Example of Some Occupations that May Typify Each Occupational Theme
Figure 10–A3
Source: James Waldroop and Timothy Butler, " Finding the Job You Should Want,” Fortune, March 2, 1998, p. 211.
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Identify Your Career Anchors
Career anchor
A concern or value that a person you will not give up if a [career] choice has to be made.
Typical career anchors
Technical/functional competence
Managerial competence
Creativity
Autonomy and independence
Security
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Finding the Right Job
Do Your Own Local Research
Personal Contacts
Answering Advertisements
Employment Agencies
Executive Recruiters
Career Counselors
Executive Marketing Consultants
Employers’ Web Sites
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Writing Your Résumé
Introductory Information
Job Objective
Job Scope
Your Accomplishments
Length
Personal Data
Make Your Résumé Scannable
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Handling the Interview
Prepare, Prepare, Prepare
Uncover the Interviewer’s Needs
Relate Yourself to the Person’s Needs
Think Before Answering
Make a Good Appearance and Show Enthusiasm
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