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

3. 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.

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

5. 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 accessed May 18, 2007.

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

7. 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; and www_03.ibm.com/employment/us.cd_career_dev.shtml, accessed May 18, 2007.

8. 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.

9. 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.

10. 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

11. 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.

12. 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.

13. 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.

14. 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

15. 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

16. 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.

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

18. 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

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

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

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

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

23. FIGURE 10-A1 Choosing an Occupational Orientation

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

25. 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

26. 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 accessed February 6, 2012.

27. 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 accessed February 6, 2012. 27

28. 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 accessed February 6, 2012. 28

29. 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 accessed February 6, 2012. 29

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

31. FIGURE 10-A3 Online Job Search Site
Source:

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

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

34. 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.

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

36. 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

37. 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