1. Strategy for Human Resource Management Lecture 19 HRM 765 1 Fundamentals of Human Resource Management 8e, DeCenzo and Robbins

2. Last Lecture Career Defined The sequence of positions held by a person during his or her lifetime. Career Responsibility Individual versus Organizational Perspective Career Development versus Employee Development Value for the Organization Value for the Individual (External vs Internal) Mentoring and Coaching disadvantages – Fundamentals of Human Resource Management 8e, DeCenzo and Robbins 2

3. Topic Managing Careers Fundamentals of Human Resource Management 8e, DeCenzo and Robbins 3

4. Traditional Career Stages Fundamentals of Human Resource Management 8e, DeCenzo and Robbins 4

5. Traditional Career Stages Exploration (5-25) Includes school and early work experiences, such as internships. Involves: –trying out different fields –discovering likes and dislikes – forming attitudes toward work and social relationship patterns Fundamentals of Human Resource Management 8e, DeCenzo and Robbins 5

6. Traditional Career Stages Establishment (25-35) Includes: –search for work –getting first job – getting evidence of “success” or “failure” Takes time and energy to find a “niche” and to “make your mark”. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins 6

7. Traditional Career Stages Mid-Career (35-50) Challenged to remain productive at work. Employee may: –continue to grow – plateau (stay competent but not ambitious) –deteriorate Fundamentals of Human Resource Management 8e, DeCenzo and Robbins 7

8. Traditional Career Stages Late career (50-70) –Successful “elder states persons” can enjoy being respected for their judgment. Good resource for teaching others. –Those who have declined may experience job insecurity. –Plateauing is expected; life off the job increases in importance. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins 8

9. Traditional Career Stages Decline (Late Stage) (above 70) May be most difficult for those who were most successful at earlier stages. Today’s longer life spans and legal protections for older workers open the possibility for continued work contributions, either paid or volunteer. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins 9

10. Career Choices and Preferences Good career choice outcomes provide positive self-concept and opportunity to do work we think is important. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins 10

11. Career Choices and Preferences Holland Vocational Preferences Three major components –People have varying occupational preferences –If you think your work is important, you will be a more productive employee –You will have more in common with people who have similar interest patterns Fundamentals of Human Resource Management 8e, DeCenzo and Robbins 11

12. Career Choices and Preferences Holland Vocational Preferences Model identifies six vocational themes –Realistic –Investigative –Artistic –Social –Enterprising –Conventional Fundamentals of Human Resource Management 8e, DeCenzo and Robbins 12

13. Six vocational themes Fundamentals of Human Resource Management 8e, DeCenzo and Robbins 13

14. Six vocational themes 1. Realistic: practical, prefer to deal with things rather than people; mechanical interests. Best job matches are Agriculture, Nature, Adventure, Military, Mechanical. 2. Investigative: Scientific, prefer abstract problems, prefer to think through problems rather than to act on them, enjoy ambiguity. Corresponding jobs are Science, Mathematics, Medical Science, Medical Service. 3. Artistic: Enjoy creative self-expression, dislike highly structured situations, sensitive, emotional, independent, original. Corresponding jobs are Music/Dramatics, Art, Writing. 4. Social: Concerned with the welfare of others, enjoy developing and teaching others, good in group settings, extroverted, cheerful, popular. Corresponding jobs are Teaching, Social Service, Athletics, Domestic Arts, Religious Activities. 5. Enterprising: Good facility with words, prefer selling or leading, energetic, extroverted, adventurous, enjoy persuasion. Corresponding jobs are Public Speaking, Law/Politics, Merchandising, Sales, Business Management. 6. Conventional: Prefer ordered, numerical work, enjoy large organizations, stable, dependable. Corresponding job is Office Practices. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins 14

15. Career Choices and Preferences The Schein Anchors Personal value clusters determine what is important to individuals. –technical-functional competence –managerial competence –security-stability –creativity –autonomy-independence Success of person-job match determines individual’s fit with the job. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins 15

16. MBTI and MBTI Categories Myers Briggs Type Indicator (MBTI ® ) A general personality assessment tool that measures the personality of an individual using four categories: – Social interaction: Extrovert or Introvert (E or I) – Preference for gathering data: Sensing or Intuitive (S or N) – Preference for decision making: Feeling or Thinking (F or T) – Style of decision making: Perceptive or Judgmental (P or J) Job characteristics can be matched to individual preferences. 100 question items. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins 16

17. Sixteen (16) Personality types Fundamentals of Human Resource Management 8e, DeCenzo and Robbins 17

18. Career Choices and Preferences Jung and the Myers-Briggs Typologies Assessed by the Myers-Briggs Type Indicator (MBTI) and identify 16 different personality types. Job characteristics can be matched to individual preferences. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins 18

19. Enhancing Your Career The individual holds primary responsibility for his/her career. Suggestions on how to do that are: Fundamentals of Human Resource Management 8e, DeCenzo and Robbins 19

20. Summary Career Stages Exploration---establishment--mid career—late career--decline Holland Vocational Preferences Three major components – People have varying occupational preferences – If you think your work is important, you will be a more productive employee – You will have more in common with people who have similar interest patterns Holland Vocational Preferences (Six) Career Choices and Preferences MBTI personality type. Fundamentals of Human Resource Management 8e, DeCenzo and Robbins 20