1. www.BZUpages.com www.bzupages.com Presented to: Sir.Tasman Pasha Presented by: Bakhtiar Ali 07-18 BsIT-3 rd Department of Computer Science BZU, Multan www.BZUpages.com

2. www.bzupages.com Topics  Enhancing Diversity Through Career Management  Career Management And Employee Commitment

3. www.BZUpages.com www.bzupages.com Sources of bias and discrimination in promotion decisions Having few people of color employed in the hiring department The “old-boy network” of informal friendships A lack of women mentors A lack of high-visibility assignments and developmental experiences (glass ceiling) A lack of company role models for members of the same racial or ethnic group Inflexible organizations and career tracks Enhancing Diversity through Career Management

4. www.BZUpages.com www.bzupages.com Contents  Sources Of Bios And Discrimination in promotion decision  Women role in Organization  Barriers To Women Carrier Progress  Steps to enhance diversity Enhancing Diversity Through Career Management Career Management

5. www.BZUpages.com www.bzupages.com Sources Of Bios And Discrimination in promotion decision Women and people of color tend to Experience relatively Less career progress in organization And bias and more barriers are often the cause. This is not necessary the result of decision makers. Instead, secondary factors such as having few people of Color employed in the hiring department May be the cause.

6. www.BZUpages.com www.bzupages.com Women role in Organization 40% women are working in organizations. But only 2% on the top management positions.

7. www.BZUpages.com www.bzupages.com  Wrong concepts about women  Mental Level  Responsibilities of Children  Balancing work and Family Life Barriers To Women Carrier Progress

8. www.BZUpages.com www.bzupages.com Example  Brenda Barnes gave up her job as head of Pepsi Co’s North American company in order to spend more time with her family.

9. www.BZUpages.com www.bzupages.com Steps to enhance diversity  Employers can take steps to enhance women’s and minorities’ promotional and career prospects. The most important thing is to focus on taking the career interest of women and minorities employees seriously.

10. www.BZUpages.com www.bzupages.com Steps to enhance diversity  Eliminate Institutional Barriers  Improve Networking And mentoring  Eliminate The Structural  Institute Flexible Schedules and Career Trackers

11. www.BZUpages.com www.bzupages.com Eliminate Institutional Barriers  Many practices such as (late night meetings) may seem gender neutral But in fact disproportionately effect women and minorities.  Employees need to identify such practices and make their practices more accommodating.

12. www.BZUpages.com www.bzupages.com Improve Networking And mentoring  To improve Female employees, networking opportunities’ Marriott international instituted a series of leadership conferences for women. Speakers offered practical tips for career advancement’ and shared their experiences. More important the conferences provided numerous informal opportunities.

13. www.BZUpages.com www.bzupages.com Eliminate The Structural Barriers  Numerous After hours-meetings may be the norm in an organization. For women with Family responsibilities’ not being able to attend these meetings. Rescheduling late meetings will therefore make a difference for women with child-care responsibilities.

14. www.BZUpages.com www.bzupages.com Institute Flexible Schedules and Career Trackers  In many large accounting firms’ mostly men are at the executive posts because job schedules don’t suite them. So one solution is to institute career trackers (including reduced hours’ and more flexible year-round work schedules) that enables women to periodically reduce their time at work, but still remain on an executive track.

15. www.BZUpages.com www.bzupages.com Career Management And Employee Commitment Contents  Commitment-Oriented Career Developments Efforts  New psychological Contract  Career Development Programs  Career-Oriented Appraisals

16. www.BZUpages.com www.bzupages.com Career Management And Employee Commitment Employee Career Development Plan

17. www.BZUpages.com www.bzupages.com The 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. Roles in Career Development

18. www.BZUpages.com www.bzupages.com New psychological Contract “New Psychological Contract”  Employees prepare for next career move while working in current company  Companies to decide how to maintain employee commitment to minimize voluntary resignation and maximize employee effort

19. www.BZUpages.com www.bzupages.com Commitment-Oriented Career Developments Efforts Developments Efforts  Career development programs Career workshops that use vocational guidance tools (including a computerized skills assessment program and other career gap analysis tools) to help employees identify career-related skills and the development needs they possess.  Career-oriented appraisals (review form) Provide the ideal occasion to link the employee’s performance, career interests, and developmental needs into a coherent career plan.

20. www.BZUpages.com www.bzupages.com Career Development Programs Three Assumptions:  Developing effective life/work self- management skills is critical for leading successful lives.  Despite limited resources, we can develop effective, intentional career development programs.  Career development is everyone’s responsibility.

21. www.BZUpages.com www.bzupages.com Career-Oriented Appraisals  Provide the ideal occasion to link the employee’s performance, career interests, and developmental needs into a coherent career plan.

22. www.BZUpages.com www.bzupages.com