1. Chapter Eight

2. Introduction to Health Human Resource Management

3. TextBook: Byars, L. and Rue, L., “Human Resource Management”, 9 th, McGraw Hill, (2008).

4. It is an ongoing formalized effort by an organisation that focuses on developing and enriching the organisations human resource in light of both the employees and the organisations needs. Define Career Development

5. It has three major objectives: 1)To meet the immediate and future human resource needs of the organisation on a timely basis. 2)To better inform the organisations and the individual about potential career paths within the organisation and 3)To utilize existing human resource programs to the fullest by integrating the activities that select assign, develop, and manage individual careers with the organisations plans. It has three major objectives: 1)To meet the immediate and future human resource needs of the organisation on a timely basis. 2)To better inform the organisations and the individual about potential career paths within the organisation and 3)To utilize existing human resource programs to the fullest by integrating the activities that select assign, develop, and manage individual careers with the organisations plans. Define Career Development

6. The three entities are: 1)Organisation 2)The employee 3)The immediate manager. The three entities are: 1)Organisation 2)The employee 3)The immediate manager. Three entities which provide input for successful career development

7. It includes four steps: 1)An assessment by the individual of his or her abilities interests and career goal. 2)An assessment by the organisation of the individuals abilities and potential 3)Communication of career options and opportunities within the organisation 4)Career counceling to set realistic goals and plans for their accomplishment. It includes four steps: 1)An assessment by the individual of his or her abilities interests and career goal. 2)An assessment by the organisation of the individuals abilities and potential 3)Communication of career options and opportunities within the organisation 4)Career counceling to set realistic goals and plans for their accomplishment. Steps in implementing a career development program

8. Career pathing is a technique that addresses the specifics of progressing from one job to another in the organisation. Career self management is the ability to keep pace with the speed at which change occurs within the organisation and the industry and to prepare for future. Career pathing is a technique that addresses the specifics of progressing from one job to another in the organisation. Career self management is the ability to keep pace with the speed at which change occurs within the organisation and the industry and to prepare for future. Career Pathing and Career self management

9. 1)There is always room for one more person at the top. 2)The key to success is being in the right place at the right time 3)Good subordinates make good superiors 4)Career development and planning are functions of human resource personnel. 1)There is always room for one more person at the top. 2)The key to success is being in the right place at the right time 3)Good subordinates make good superiors 4)Career development and planning are functions of human resource personnel. Myths employees hold related to career planning

10. 5)All good things come to those who work long hard hour 6)Rapid advancement along a career path is largely a function of the kind of manger one has 7)The way to get ahead is to determine your weaknesses and then work hard to correct them. 8)Always do your best regardless of the task. 9)It is wise to keep home life and work life separated 10)The grass is always greener on the other side of the fence. 5)All good things come to those who work long hard hour 6)Rapid advancement along a career path is largely a function of the kind of manger one has 7)The way to get ahead is to determine your weaknesses and then work hard to correct them. 8)Always do your best regardless of the task. 9)It is wise to keep home life and work life separated 10)The grass is always greener on the other side of the fence. Myths employees hold related to career planning

11. 1)Career development will raise expectations to unrealistically high levels. 2)Management will be overwhelmed with requests 3)Managers will not be able to cope 4)Management does not have the necessary systems in place 1)Career development will raise expectations to unrealistically high levels. 2)Management will be overwhelmed with requests 3)Managers will not be able to cope 4)Management does not have the necessary systems in place Myths management hold related to career development

12. 1)Learners 2)Stars 3)Solid Citizens 4)Dead wood 1)Learners 2)Stars 3)Solid Citizens 4)Dead wood Four Principal Career Categories

13. Outplacement refers to a benefit an employer provides to help an employee terminate employment with the organisation and get a job someplace else. Outplacement

14. It refers to invisible, yet real or projected barriers found in many organisational structures that appear to stymie the executive advancement opportunities of women and minorities. Glass Ceiling

15. 1)Information about employment trends and job opportunities. 2)Self assessment tools 3)Links to online employment services. 4)Individual online job counseling. 1)Information about employment trends and job opportunities. 2)Self assessment tools 3)Links to online employment services. 4)Individual online job counseling. Online career development resources