Sequence of positions occupied by a person

during his life time.

Career focus on individuals
The process and activities that prepare one
for a job are parts of a career.
Job related attitudes, values, and beliefs are
integral aspects of a career.

Basic drives that governs the selection of a
career.
Career anchors are,
Managerial competence(higher
responsibility,decision-making,control and
influence)
Technical competence(professional
satisfaction,experience, expert,technical know
how)
Security(both job & income)
Creativity(innovation &risk taking)
Autonomy.(freedom of action & independence)
it differs according to individuals


Exploration
Establishment
Mid-career
Late-career
Decline


Exploration
Pre-employment stage
Critical choices about career.
Number of expectations about ones career
are developed.
Influenced by
parents,teachers,friends,relatives,neighbours
and films.
Establishment
Covers about 10 years from age of 25
Individual tries to settle on a job
Begins with uncertainities,anxieties,mistakes then learning
,increasing responsibilities
Need for independence and recognition
Mid-career
Between the age of 35 and45
No longer a learner.
Punishments for mistakes.
Evaluation on career
Highly problematic and stressful
Search for new life goals

Late career issues
Continues for about 20 years
Characterised by growth or stagnation
Expert
Varied experiences
Becomes leader.
Decline
Forced to step out
In active and non creative
Stress free retirement
Critical choices about life
Build a new structure
Process by which one fixes career goals and
lays down paths to these goals.
helping employees to plan their careers in
terms of their capacities and organisations
needs
Involves designing an organisation system of
career movement and growth opportunities
for employees from joining to retirement


Characteristics
Process of developing
To obtain optimum results
Continous process
Integration of individual and organisational goals

Needs
Attract competent personnels
Provide promotional opportunities
Develop employees
Correct mistakes in placement
Motivation
Reduce turnover
Steps
1) Preparation of Human resource Inventory.
Know the types of employees,their status,duties,qualifications
age,aptitude.
Reveal whether the manpower is short or in surplus.

2) identifying individual career needs.
Assist the employee in decision making about his career.
Consider is skill, interest, aptitude,and present performance.






3) Analysing career opportunities
Charting career paths through the organisation
Job analysis helps in discover multiple jobs in different areas.

4) matching of employeess needs with
career opportunities
Aligning the employees with jobs

5)formulation and implementation of
training and development programme
6) Review of career plan
Periodical reviews should be undertaken .
a) Was the classification of employees justified?
b) Are the job descriptions proper?
c) Is there any employee unsuited for his job?
d) Effectiveness of training programme?


1) Helps the individual to have knowledge about various career
opportunities.
2) helps to select the career
3) Helps organisation to identify talented employees
4) Motivate the employees
5) Reduce turnover
6) Improves employees performance
7) Helps in individual development
8) Better image



Not suitable for small organisations
Not suitable for long term.
cannot be implemented in family business
Favouritsm will affect
Political interventions


Council is discussion of a problem to reduce stress and to
improve mental health of employees.
Objectives

1) to help an individual to understand himself more clearly
and to develop is own thinking.
To elp individuals achieve and enjoy greater personal
satisfaction.

Represent the logical & possible sequence of
positions.
Real career progression possibilities
STEPS
Analyzing jobs to determine similarities and
dissimilarities.
Grouping of jobs
Identifying career paths
Integrating the over all network of paths into a
single career system.

Unskilled-semi skilled-skilled-highly skilled-foreman

Jr.clerk-sr.clerk-assistant-section officer-under secretary

Supervisor-asst.manager-deputy manager-manager-chief
manager

Lecturer-asst.professor-associate professor-professor-HOD-
pro-vie-chancellor vice chancellor
It consists of activities undertaken by
individuals and organisations to meet career
aspirations and job requirements
Steps
1) Challenging initial jobs
Employees who receive challenging jobs performs better in later

2) Dissemination of career option information.
Provide information about career paths and preferences

3) Job postings
Lists the abilities, experience and other requirements for a job.

4) Assessment centres
5)Continuing education and training
6) Career development workshops
7) Periodic job changes
8) sabbaticals(leave granted at intervals)
leaves for attending executive development
conferences,workshops,training programmes etc..
1) career performance
2) Career attitudes
3) Career identity
4) Career adaptability
Involves both organisational and individual
actions
Organizational requirements and individual
aspirations through unanticipated changes on
a continuing basis.