Copyright © 2005 Thomson Business & Professional Publishing. All rights reserved.10–1 Learning Objectives  Differentiate between organization-centered.

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Copyright © 2005 Thomson Business & Professional Publishing. All rights reserved.10–1 Learning Objectives  Differentiate between organization-centered and individual-centered career planning.  Discuss several career issues that organizations and employees face.  List options for development needs analyses.  Explain why succession planning has become more important.  Identify several management development methods.

Copyright © 2005 Thomson Business & Professional Publishing. All rights reserved.10–2 Career Management Company's needs Employees’ long-term interests Human resource activities

Copyright © 2005 Thomson Business & Professional Publishing. All rights reserved.10–3 Career Management for Individuals Setting Career Goals Self-AssessmentSelf-Assessment Feedback on Reality Career Management

Copyright © 2005 Thomson Business & Professional Publishing. All rights reserved.10–4 Career Issues Career Plateaus Technical and Professional Workers Dual-Career Couples Relocation of Dual-Career Couples Succession Planning

Copyright © 2005 Thomson Business & Professional Publishing. All rights reserved.10–5 How People Choose Careers Social Background InterestsInterests Self-ImageSelf-Image PersonalityPersonality Career Choice

Copyright © 2005 Thomson Business & Professional Publishing. All rights reserved.10–6 The HR Development Process Re-DevelopmentRe-Development Make or Buy? Developing Specific Capabilities Lifelong Learning HR Development

Copyright © 2005 Thomson Business & Professional Publishing. All rights reserved.10–7 Choosing a Development Approach Job-Site Methods Committee Assignment Job Rotation “Assistant-to” Positions On-line Development Corporate Universities-Career Development Learning Organization CoachingCoaching

Copyright © 2005 Thomson Business & Professional Publishing. All rights reserved.10–8 Possible Means for Developing Employees in a Learning Organization Figure 10–8

Copyright © 2005 Thomson Business & Professional Publishing. All rights reserved.10–9 Choosing a Development Approach (cont’d) Sabbaticals and Leaves of Absence Sabbaticals and Leaves of Absence Classroom Courses and Degrees Classroom Courses and Degrees Human Relations Training Off-Site Methods Outdoor Training Simulations (Business Games)