Chapter 9: Career and Management Development Flashcards
Career Planning
the deliberate process through which someone becomes aware of personal skills, interests, knowledge, motivations, and other characteristics; acquires information about opportunities and choices; identifies career-related goals; and establishes action plans to attain specific goals.
Career Development
the lifelong series of activities (such as workshops) that contribute to a person’s career exploration, establishment, success, and fulfillment
Occupational Orientation
the theory that there are six basic personal orientations that determine the sorts of careers to which people are drawn
New Approaches to Career Development
more frequent job transitions linear career paths lose definition primary stakeholder is the person more dynamic and holistic approach to career development focus on lifelong learning and flexibility
Career Anchors – Edgar Schein
Technical/functional Managerial competence Creativity Autonomy and independence Security Service/dedication Pure challenge Lifestyle
Focus on Life Trajectories
Shift in thinking from: traits and states to context prescriptive to process linear to non-linear scientific facts to narrative evaluations describing to modelling
Roles in Career Development: The Individual
individual must accept responsibility for career requires: self-motivation independent learning effective time and money management self-promotion networking is the foundation of effective career management
Roles in Career Development: The Manager
should provide timely and objective performance feedback offer developmental assignments and support participate in career development discussions act as a coach, appraiser, advisor, and referral agent
Roles in Career Development: The Employer
provide career-oriented training and development opportunities offer career information and programs offer a variety of career options
Managing Transfers
Employees seek: greater possibility of advancement personal enrichment more interesting job greater convenience Employers want to: to fill vacant positions find better fit for an employee
Making Promotion Decisions
Decision 1: Is Seniority or Competence the Rule? Decision 2: How Is Competence Measured? Decision 3: Is the Process Formal or Informal? Decision 4: Vertical, Horizontal, or Other?
Management Development
Any attempt to improve current or future management performance by imparting knowledge, changing attitudes, or increasing skills.
Importance of Management Development
Baby Boomers entering retirement increased demand for next generation to assume senior management management development attracts talent helps organization achieve employer-of-choice status
Management Development Process
Assessing HR needs to achieve strategic objectives Creating a talent pool Developing managers
Succession Planning
A process through which senior-level and critical strategic job openings are planned for and eventually filled.
Roles in Career Development: The Individual
