Chapter 10: Managing Careers Lecturer: Human Resource Management, Arab World Edition Gary Dessler, Akram Al Ariss Chapter 10: Managing Careers Lecturer:

After studying this chapter, you should be able to: Compare traditional- versus career planning-oriented HR focuses of employers. Explain the roles of employees, managers, and employers in career development. Describe the issues to consider when making promotion decisions. Describe the methods for enhancing diversity through career management. Explain how career development can foster employee commitment.

The Basics of Career Management Career Planning Career Development Employees’ Careers

TABLE 10-1 Traditional Versus Career Development Focus HR Activity Traditional Focus Career Development Focus Human resource planning Analyzes jobs, skills, tasks – present and future; projects needs; uses statistical data Adds information about individual interests, preferences, etc. to replacement plans Recruiting and placement Matching organization’s needs with qualified individuals Matches individual and jobs based on variables including employees’ career interests and aptitudes Training and development Provides opportunities for learning skills, information, and attitudes related to job Provides career path information; adds individual development plans Performance appraisal Rating and/or rewards Adds development plans and individual goal setting Compensation and benefits Rewards for time, productivity, talent, and so on Adds tuition reimbursement plans; compensation for non-job-related activities such as travels for expatriate workforce Source: Adapted from Fred L. Otte and Peggy G. Hutcheson, Helping Employees Manage Careers, Upper Saddle River, NJ: Prentice Hall, 1992, p. 10, and www.ge.com.cn/careers/career_management.html, accessed May 18, 2007.

FIGURE 10-1 Employee Career Development Plan Source: Reprinted from www.hr.blr.com, Business and Legal Reports Inc., 141 Mill Rock Road East, Old Saybrook, CT © 2004.

BOX 10-1 Roles in Career Development 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. Employer Communicate mission, policies, and procedures. Provide training and development opportunities, including workshops. Provide career information and career programs. Offer a variety of career paths. Provide career-oriented performance feedback. Provide mentoring opportunities to support growth and self-direction. Provide employees with individual development plans. Provide academic learning assistance programs. Manager Provide timely and accurate performance feedback. Provide developmental assignments and support. Participate in career development discussions with subordinates. Support employee development plans. Source: Adapted from Fred L. Otte and Peggy G. Hutcheson, Helping Employees Manage Careers, Upper Saddle River, NJ: Prentice Hall, 1992, p. 56; www.ge.com.cn/careers/career_management.html; and www_03.ibm.com/employment/us.cd_career_dev.shtml, accessed May 18, 2007.

Choosing a Mentor Choose an appropriate potential mentor. Don’t be surprised if you are 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.

FIGURE 10-2 One Possible Career Path at NBK Capital Source: NBK Capital Presentation at the Recruitment and Talent Management Forum, Abu Dhabi, January 2011.

The Employer’s Role in Career Development Realistic Job Previews Challenging First Jobs Networking and Interactions Mentoring Career-Oriented Appraisals Job Rotation Employer’s Role

BOX 10-2 Possible Employer Career Planning and Development Practices Job postings Formal education/tuition reimbursement Performance appraisal for career planning Counseling by manager Lateral moves/job rotations Counseling by HR Pre-retirement programs Succession planning Formal mentoring Common career paths Dual ladder career paths Career booklets/pamphlets Written individual career plans Career workshops Assessment center Upward appraisal Appraisal committees Training programs for managers Orientation/induction programs Special needs (high-fliers) Special needs (dual-career couples) Diversity management Expatriation/repatriation Source: Yehuda Baruch, “Career Development in Organizations and Beyond: Balancing Traditional and Contemporary Viewpoints,” Human Resource Management Review 16, 2006, p. 131.

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.

FIGURE 10-3 Sample Agenda: Two-Day Career Planning Workshop Source: Fred L. Otte and Peggy Hutcheson, Helping Employees Manage Careers, Upper Saddle River, NJ: Prentice Hall, 1992, pp. 22–23.

Managing Promotions and Transfers Decision 1: Is Seniority or Competence the Rule? Decision 4: Vertical, Horizontal, or Other? Decision 2: How Should We Measure Competence? Decision 3: Is the Process Formal or Informal? Making Promotion Decisions

Handling 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

Enhancing Diversity Through Career Management Sources of bias and discrimination Ethnic minorities in Arab countries may make less career progression. There continues to be bias and other subtle barriers. There is a lack of ethnic minorities in the hiring department. Women must still make the ‘career versus family’ decision. Only in some jobs/sectors women can enjoy flexible schedules.

Taking Steps to Enhance Diversity: Women’s and Minorities’ Prospects Take Their Career Interests Seriously Institute Flexible Schedules and Career Tracks Eliminate Institutional Barriers

Career Management and Employee Commitment 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.” Comparing Yesterday’s and Today’s Employee–Employer Contract

Career Management and Employee Commitment (cont) Career Development Programs Career-Oriented Appraisals Commitment-Oriented Career Development Efforts

FIGURE 10-4 Sample Performance Review Development Plan Source: Reprinted from www.hr.blr.com, Business and Legal Reports, Inc., 141 Mill Rock Road East, Old Saybrook, CT © 2004.

Attracting and Retaining Older Workers Create a Culture that Honors Experience Offer Flexible Work Offer Part-Time Work HR Practices for Older Workers

FIGURE 10-5 HR Scorecard for KAMCO: Managing Careers Source: Prepared by Dr. Dmytro Roman Kulchitsky, Ph.D., the American University of Kuwait.

FIGURE 10-A1 Choosing an Occupational Orientation

Identify Your Career Stage Growth Stage Exploration Stage Establishment Stage Trial substage Stabilization substage Midcareer crisis substage Maintenance Stage Decline Stage

TABLE 10-A1 Examples of Some Occupations That May Typify Each Occupational Theme Realistic Investigative Artistic Social Enterprising Conventional Managerial occupations: Engineers Physicians Advertising executives Auto sales dealers Military officers Accountants Carpenters Psychologists Public relations executives School administrators Chamber of Commerce executives Bankers Research and development managers Investment managers Credit managers Lawyers

FIGURE 10-A2 Career Clusters Quiz (Part 1) Source: Adapted from State of Washington’s Office of Superintendent of Public Instruction, Where Are You Going Guide 2010–2012, from http://www.wtb.wa.gov/Documents/2010-2012CareerGuideWebview.pdf, accessed February 6, 2012.

FIGURE 10-A2 Career Clusters Quiz (Part 1) (cont) Source: Adapted from State of Washington’s Office of Superintendent of Public Instruction, Where Are You Going Guide 2010–2012, from http://www.wtb.wa.gov/Documents/2010-2012CareerGuideWebview.pdf, accessed February 6, 2012. 27

TABLE 10-A2 Career Clusters Quiz (Part 2) Cluster Description Focus Areas Sample Jobs 1. Agriculture, Food, and Natural Resources The production, processing, marketing, distribution, financing, and development of agricultural commodities and resources, including food, fiber, wood products, natural resources, horticulture, and other plant/animal products and resources. Food Products and Processing Systems Plant Systems Animal Systems Power, Structural, and Technical Systems Natural Resource Systems Environmental Science Systems Agribusiness Systems Aquaculturalist; Botanist; Ecologist; Environmental Compliance-Assurance Manager; Farmer/Rancher; Fish and Game Officer; Recycling Technician; Veterinarian; Wildlife Manager 2. Architecture and Construction Careers in designing, planning, managing, building, and maintaining the built environment. Design/Pre-Construction Construction Maintenance/Operations Architect; Carpenter; Civil Engineer; Demolition Engineer; Drywall Installer; Electrician; Interior Designer; Painter; Plumber; Roofer; Sheet and Metal Worker 3. Finance Services for financial and investment planning, banking, insurance, and business financial management. Securities and Investments Business and Finance Banking Services Insurance Accounting Accountant; Bill and Account Collector; Controller; Debt Counselor; Economist; Financial Planner; Loan Officer; Tax Examiner; Underwriter 4. Information Technology Design, development, support, and management of hardware, software, multimedia, and systems integration services. Network Systems Information Support and Services Programming and Software Development Web and Digital Communications Animator; Database Administrator; Data Systems Designer; Game Developer; Media Specialist; Network Administrator; Programmer; Security Specialist; Web Designer Source: Adapted from State of Washington’s Office of Superintendent of Public Instruction, Where Are You Going Guide 2010–2012, from http://www.wtb.wa.gov/Documents/2010-2012CareerGuideWebview.pdf, accessed February 6, 2012. 28

TABLE 10-A2 Career Clusters Quiz (Part 2) (cont) Cluster Description Focus Areas Sample Jobs 5. Manufacturing The processing of materials into intermediate or final products and related professional and technical support activities, such as production planning and control, maintenance and manufacturing/process engineering. Production Manufacturing Production Process Development Maintenance, Installation and Repair Quality Assurance Logistics and Inventory Control Health, Safety, and Environmental Assurance Assembler; Boilermaker; Design Engineer; Environmental Engineer; Freight, Stock, and Material Mover; Industrial Machinery Mechanic; Manufacturing Technician; Pattern and Model Maker; Production Manager; Tool and Diemaker; Welder 6. Marketing Researching and identifying customer needs and preferences, planning and implementing customer outreach, preparing materials to support sales activities. Marketing Management Professional Sales Merchandising Marketing Communication Marketing Research Copywriter; E-Commerce Director; Field Marketing Rep; Interactive Media Specialist; Inventory Manager; Merchandise Buyer; Public Relations Manager; Sales Executive; Telemarketer; Webmaster 7. Transportation, Distribution, and Logistics Planning, management, and movement of people, materials, and goods by road, pipeline, air, rail, and water; and related professional and technical support services, such as transportation infrastructure planning and management, logistics services, mobile equipment, and facility maintenance. Transportation Operations Logistics Planning and Management Services Warehousing and Distribution Center Operations Facility and Mobile Equipment Maintenance Transportation System/Infrastructure Planning, Management, and Regulation Health, Safety, and Environmental Management Sales and Service Airplane Pilot; Air Traffic Controller; Cargo and Freight Agent; Customs Inspector; Facility Engineer; International Logistics Specialist; Locomotive Engineer; Port Manager; Safety Analyst; Urban and Regional Planner; Warehouse Manager Source: Adapted from State of Washington’s Office of Superintendent of Public Instruction, Where Are You Going Guide 2010–2012, from http://www.wtb.wa.gov/Documents/2010-2012CareerGuideWebview.pdf, accessed February 6, 2012. 29

Identify Your Career Anchors Technical/ Functional Competence Managerial Competence Autonomy and Independence Creativity Security

FIGURE 10-A3 Online Job Search Site Source: http://www.bayt.com.

Finding the Right Job Do your own local research Online job boards Personal contacts Answering advertisements Employment agencies Executive recruiters Career counselors Employers’ websites

Writing Your Résumé Introductory information Job objective Job scope Your accomplishments Length Personal data Make your résumé scannable

FIGURE 10-A4 Example of a Good Résumé Source: Adapted from Richard Payne, How to Get a Better Job Quicker, New York: Signet, 1988, pp. 80–81.

Online Bios Fill it with details Avoid touchy subjects Look the part Make it search-friendly Use abbreviations Say it with numbers Proofread

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

Key Terms career career anchor career cycle career development career management career planning decline stage establishment stage exploration stage job rotation growth stage maintenance stage mentoring midcareer crisis substage promotion reality shock retirement stabilization substage trial substage transfer 37