2. Career Development 14 Matakuliah: J0124-Manajemen Sumber Daya Manusia Tahun : 2010

3. Learning Outcomes After studying this chapter, the students should be able to : Define career development Define career planning Define career self-management Bina Nusantara University 3

4. The Career Management Goal: Matching Individual and Organizational Needs Individual and Organizational Goals The Employee’s Role The Organization’s Role Career Management © 2010 South-Western, a part of Cengage Learning. All rights reserved

5. FIGURE 5.6 Balancing Individual and Organizational Needs © 2010 South-Western, a part of Cengage Learning. All rights reserved

6. Bina Nusantara University 6 Career A career is a general course that a person chooses to pursue throughout his or her working life Career security requires developing marketable skills and expertise that help ensure employment within a range of careers

7. Bina Nusantara University 7 Career Planning Career plan lets you know where you are and where you are going and it must begin with self-assessment Self-assessment :  strength/weakness balance sheet  like/dislike survey

8. Bina Nusantara University 8 Career Development Career development is a formal approach used by the organization to ensure that people with the proper qualifications and experiences are available when needed. The objectives of career development are : Effective development of available talent Satisfaction of employees’specific development needs

9. Bina Nusantara University 9 Improvement of performance Increased employee loyalty and motivation, leading to decreased turnover A method of determining training and development needs

10. Stages of Career Development © 2010 South-Western, a part of Cengage Learning. All rights reserved

11. Bina Nusantara University 11 Career Development Methods Manager/employee self-service Discussion with knowledgeable individuals Company material Performance-appraisal system Workshops

12. Bina Nusantara University 12 Career Path Traditional career path Network career path Lateral skill path Dual-career path Demotion Free agents

13. Alternative Career Moves Exit Demotion Transfer Career Moves Promotion © 2010 South-Western, a part of Cengage Learning. All rights reserved

14. The Plateauing Trap Career PlateauCareer Plateau  Situation in which for either organizational or personal reasons the probability of moving up the career ladder is low. Types of PlateausTypes of Plateaus  Structural plateau: end of advancement  Content plateau: lack of challenge  Life plateau: crisis of personal identity © 2010 South-Western, a part of Cengage Learning. All rights reserved

15. Internal Barriers to Career Advancement Lack of time, budgets, and resources for employees to plan their careers and to undertake training and development.Lack of time, budgets, and resources for employees to plan their careers and to undertake training and development. Rigid job specifications, lack of leadership support for career management, and a short- term focus.Rigid job specifications, lack of leadership support for career management, and a short- term focus. Lack of career opportunities and pathways within the organization for employees.Lack of career opportunities and pathways within the organization for employees. © 2010 South-Western, a part of Cengage Learning. All rights reserved

16. Dual-Career Couples Dual-Career PartnershipsDual-Career Partnerships  Couples in which both members follow their own careers and actively support each other’s career development.  Flexible work schedules  Adaptive leave policies  Work-at-home  On-premises day care  Job sharing © 2010 South-Western, a part of Cengage Learning. All rights reserved