1. 9-1 Copyright ©2010 Pearson Education Inc. publishing as Prentice Hall Developing Careers Chapter 9

2. 9-2 Copyright ©2010 Pearson Education Inc. publishing as Prentice Hall  What is Career Development?  Challenges in Career Development  Meeting the Challenges of Effective Career Development  Self-Development Chapter 9 Overview

3. 9-3 Copyright ©2010 Pearson Education Inc. publishing as Prentice Hall What is Career Development?  An ongoing and formalized effort  Focus on developing enriched and more capable workers  Can play key role in recruitment  Tries to meet both employer and employee needs

4. 9-4 Copyright ©2010 Pearson Education Inc. publishing as Prentice Hall What Kind of Path Are You On?  At least four approaches to careers:  Linear  Expert  Spiral  Transitory NASA Photo. Used with permission.

5. 9-5 Copyright ©2010 Pearson Education Inc. publishing as Prentice Hall Challenges in Career Development  Who will be responsible?  Increasingly responsibility shifted to employees  How much emphasis is appropriate?  Too much is harmful to org effectiveness  How will the needs of a diverse workforce be met?  Women and minorities often excluded from informal career development activities

6. 9-6 Copyright ©2010 Pearson Education Inc. publishing as Prentice Hall Dual-career couple:  A couple with both members having occupational responsibilities and career issues at stake  Require special consideration in career development Challenges in Career Development

7. 9-7 Copyright ©2010 Pearson Education Inc. publishing as Prentice Hall Three Phases: Meeting the Challenges

8. 9-8 Copyright ©2010 Pearson Education Inc. publishing as Prentice Hall  Goal: to id employees strengths and weaknesses  Self-Assessment  Organizational Assessment The Assessment Phase

9. 9-9 Copyright ©2010 Pearson Education Inc. publishing as Prentice Hall The Assessment Phase  Self-Assessment  Skills assessment  Interest Inventory  Clarifying Values  Organizational Assessment  Promotability Forecast  Succession Planning

10. 9-10 Copyright ©2010 Pearson Education Inc. publishing as Prentice Hall The Direction Phase  Determines the type of career employees want  And steps required to realize their goals  Individual Career Counseling  Information Services  Job-posting systems  Skills inventories  Career paths  Career resource center

11. 9-11 Copyright ©2010 Pearson Education Inc. publishing as Prentice Hall Generic Example of Career Paths

12. 9-12 Copyright ©2010 Pearson Education Inc. publishing as Prentice Hall The Development Phase  Taking actions to create and increase skills  For future job opportunities  Four most common development programs:  Mentoring  Coaching  Job Rotation  Tuition Assistance

13. 9-13 Copyright ©2010 Pearson Education Inc. publishing as Prentice Hall The Development Phase  Mentoring  Can improve performance and job satisfaction  Particularly important for minorities  Professional and trade associations form of group mentoring  Coaching  Ongoing meetings between employee and manager  To discuss employee’s goals and development

14. 9-14 Copyright ©2010 Pearson Education Inc. publishing as Prentice Hall The Development Phase  Job Rotation  Employees gain experience  Results in a more broadly trained, skilled workforce  Are short and intermediate term costs  Tuition Assistance Programs  Supports employee education and development

15. 9-15 Copyright ©2010 Pearson Education Inc. publishing as Prentice Hall  Employees need to take responsibility for own development Career Self-Assessment  How do you define success?  How much money do you want to earn?  What kind of work do you want to do?  What kind of work fits your strengths and values?  What do you want to do outside of work?

16. 9-16 Copyright ©2010 Pearson Education Inc. publishing as Prentice Hall Development vs. Advancement  Development — enhancing your skills and potential  Advancement— positioning yourself to move ahead in the organization

17. 9-17 Copyright ©2010 Pearson Education Inc. publishing as Prentice Hall  Employee development needs to be a key business strategy  Management needs to determine:  Who will be responsible for development  How much emphasis to put on development  How to meet the development needs of a diverse workforce  Career development is a continuing cycle  Employees need to take an active role in their development Summary and Conclusions