1. © 2004 by Prentice Hall Terrie Nolinske, Ph.D. 9 - 1 9 Developing Careers

2. © 2004 by Prentice Hall Terrie Nolinske, Ph.D. 9 - 2 Challenges to HR How can organizations help develop careers? How can people develop their own careers? What types of organizational cultures support career development?

3. © 2004 by Prentice Hall Terrie Nolinske, Ph.D. 9 - 3 Career Development An ongoing, formalized effort that focuses on developing enriched and more capable workers.

4. © 2004 by Prentice Hall Terrie Nolinske, Ph.D. 9 - 4 Link Organizational / Individual Needs Organizational Needs Identify critical challenges organization will faceover next 2 - 3 years. Describe skills, knowledge, experience needed to meet those challenges. Identify necessary staffing levels. Determine whether organization has capabilities to meet challenges.

5. © 2004 by Prentice Hall Terrie Nolinske, Ph.D. 9 - 5 Link Organizational / Individual Needs Individual Needs Offer career opportunities that focus on strengths address developmental needs provide challenges match interests match values match personal style

6. © 2004 by Prentice Hall Terrie Nolinske, Ph.D. 9 - 6 Career Development Self assessment Conduct skills assessment Determine strengths and growth areas Complete interest, personality and/or preference inventories Clarify values – what satisfies you

7. © 2004 by Prentice Hall Terrie Nolinske, Ph.D. 9 - 7 Career Development Organizational Assessment Assessment centers Psychological testing Performance appraisal Promotability forecasts Succession planning

8. © 2004 by Prentice Hall Terrie Nolinske, Ph.D. 9 - 8 Career Planning Information Services Job-posting systems Skills inventories Career paths Career resource center Individual career counseling

9. © 2004 by Prentice Hall Terrie Nolinske, Ph.D. 9 - 9 Career Path Possible directions and career opportunities, steps and timetable…

10. © 2004 by Prentice Hall Terrie Nolinske, Ph.D. 9 - 10 Career Development Development Phase Mentoring Role modeling Coaching Job Rotation Tuition Assistance

11. © 2004 by Prentice Hall Terrie Nolinske, Ph.D. 9 - 11 Career Development Organizational Priority Communicate commitment to career development Make career development a priority for all Provide appropriate training Make development a collaborative effort Review personal career goals (quarterly) and progress towards achievement

12. © 2004 by Prentice Hall Terrie Nolinske, Ph.D. 9 - 12 Career Development Organizational Priority (cont’d) Add written examples and comments to performance appraisals Provide support to managers so they can support their staff Encourage employees to attend continuing education Encourage managers to develop collaborative relationships with staff

13. © 2004 by Prentice Hall Terrie Nolinske, Ph.D. 9 - 13 Coaching Tips Identify purpose Use active listening Ask questions Explore assumptions Offer constructive feedback Encourage employee to identify his or her challenges and clarify needs.

14. © 2004 by Prentice Hall Terrie Nolinske, Ph.D. 9 - 14 Suggestions for Self-Development Create your own mission statement. Take responsibility for your own growth. Make enhancement your priority, not advancement. Talk to people in positions to which you aspire; get suggestions on how to proceed. Make investment in yourself a priority.

15. © 2004 by Prentice Hall Terrie Nolinske, Ph.D. 9 - 15 Suggestions for Advancement Performance in work role is important but interpersonal skills are critical Set priorities Provide solutions, not problems Be a team player Be customer - oriented Act as if what you’re doing makes a difference

16. © 2004 by Prentice Hall Terrie Nolinske, Ph.D. 9 - 16 Does what you’re doing at work match your values? What work do you find meaningful? How does your organization treat you? Does your manager support career growth? Are you satisfied with your quality of life? Case Career Self Assessment