Career Development, Part II

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Presentation transcript:

Career Development, Part II Self-managing careers Career planning for men and women Career management for organizations Career planning and human resource planning

Career Self-Management Make choices Monitor progress Plan departure

Making Choices Think about organizations as a long term commitment Consider short term trade-offs for benefits in the long term Consider the impact of specialized or isolated positions

Monitor Your Progress Stay aware of opportunities Assess your current performance with brutal honesty Recognize when it’s time to move on

Plan Your Departure Leave at your convenience (if possible) Leave on good terms Don’t leave until you’ve locked up the next job

Career Planning for Men & Women Some research findings The glass ceiling The mommy track The dual career couple track

Some Research Findings Men benefit more than woman from training Men benefit more than women from being married and having children Women benefit more than men from coaching and encouragement Women have fewer developmental opportunities than do men

Glass Ceilings & Mommy Tracks Glass ceiling: A barrier ( usually not an obvious one) that prevents women from reaching top management. Mommy tracks: Career paths which give more time flexibility to allow women to fulfill family commitments.

Dual Career Couples The Family Friendly Workplace flexible work arrangements child care arrangement support for transfers and relocations managers who understand dual career couples

Career Management for Organizations Developing career paths Internal staffing issues Promotions Transfers Demotions Separations

Career Planning & HR Planning Objectives & Plans Business Plans Occ. & Org. Choice Recruitment & Sel. Job Choice Placement Performance Mgt. Performance Appraisal Retirement Succession & Ret. Planning

Backwards & Forwards Summing Up: We completed a look at career development through self-managed plans, a comparison of career planning for men and women, career management for organizations and the connection between career planning and HR planning Looking ahead: Next time we begin our examination of performance management