MANAGING CAREERS
A career is a sequence of positions or jobs
held by a person during the course of his
working life.
Career planning is the systematic process by
which one selects career goals and the path to
those goals.
Career development is essential for implementing
career plans.
It consists of activities undertaken by the
individual employees and the organization to meet
career aspirations and job requirements.
Benefits
Employee Employer
• Awareness of • Identify promotion
career • Identify transfer
opportunities • Goodwill
• Promotion • Availability of
opportunities right HR
• Transfer
opportunities
• Job satisfaction
Limitations/
Career Problems
• Dual career families
• Low ceiling careers
• Declining career opportunities
• Changing employee needs
• Downsizing
• Personal-professional conflicts
Career anchors
Career anchors are our own perceptions about
our talents, abilities, needs, motives, attitudes
and values.
• Technical career anchor
• Managerial career anchor
• Security and stability as career anchor
• Entrepreneurship or creativity as career anchor
• Autonomy and independence as career anchor
Steps in Career Development
Program
Career Need
Assessment • Individualized
Techniques
Career • Performance
Opportunities Appraisal
• MBO
• Career Counseling
Need
Opportunity
Alignment
Monitoring
Career
Moves
Career Development Stages
Early career Middle
issues career issues
Late career
issues
Career Development Cycle
1. The Infancy Stage
2. The Exploratory Stage
3. The Establishment Stage
4. The Maintenance Stage
5. The Decline Stage
Definition of Promotion
Edwin Flippo:
“Promotion involves a change from one job to
another that is better in terms of status and
responsibilities.”
Types of Promotion
Time-
1 bound
promotion
Vacancy-
based
promotion
2
Basis of Promotion
omotion by Seniority Promotion by Meri
Benefits of Promotion
Maximize employee
potential
Employee
progression
Employee reward
Job satisfaction
Definition of Transfer
Yoder and associates:
“Transfer is a lateral shift causing movement
of individuals from one position to another
usually without involving any marked change
in duties, responsibilities, skills needed or
compensation.”
Nature of Transfer
• Intra departmental
• Inter departmental
• Temporary
• Permanent
Purpose of Transfer
Correct faulty placement Breaks monotony
Other interest and capacity Balancing shortage and
surplus
Health reasons Family reasons
Punitive measure Avoid senior layoff
Types of Transfer
• Employee-initiated transfer
• Company-initiated transfer
• Public-initiated transfer
Model for Self Development
• Self assessment
• Opportunity analysis
• Decision-making
• Leverage network
• Venture
• Continuous assessment
Meaning of Succession Planning
Succession planning refers to the planning
process for filling up the vacancies at higher
levels when they fall vacant due to retirement,
resignation, promotions, transfers of top level
executives.
Steps/ Elements in Succession
Planning
1. Identification of Key Positions
2. Appraisal of Employees’ Potentialities
3. Selection of the Right Person
4. Training and Development
5. Placement
6. Performance Review
Factors to Consider in Succession
Planning
1. Age of the candidate
2. Length of service
3. Skills of the candidate
4. Past performance of the candidate
5. Qualifications
6. Duties and responsibilities
Bumping
Bumping refers to a workforce reduction or layoff
strategy that involves moving employees from one
position to another to retain their employment when
their current positions are being eliminated.
Bumping is often used when organizations are
undergoing restructuring, downsizing, or other
significant changes that result in the reduction of staff.
Bumping Process
Identification Employee Bumping
of Positions Eligibility Priority
Search for
Matching &
Notification Vacant
Placement
Positions
Transition &
Layoff
Training