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CAREER MANAGEMENT ICMHRD

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					CAREER MANAGEMENT

     Life & Career
       WHAT IS CAREER?
 A subset of Life not the other way
  round
 For some career obsessed people Life
  is a subset of Career- their lives
  “end” with their careers- literally and
  figuratively
 Life has its own processes nd
  dynamics and so has career- how do
  we harmonise them
    LIFE CYCLE -ERIK ERIKSON’S
              MODEL
   Infancy- Trust vs. Mistrust
   Early Childhood (Toddler stag)- Autonomy
    vs. Shame & Doubt
   Pre-School Stage- Initiative vs. Guilt
   School Age- Competency vs. Inferiority
   Adolescence- Overcrystallised Identity vs.
    Flexible & Open Identity vs. Diffused
    Identity- laying the foundations of career-
    Rebelliousness against Authorities already
    seeds sown during the pre-school stage
            LIFE CYCLE (CONTD)
   Early Adulthood- Intimacy vs. Isolation
    and Creativity vs. Imitation- the beginning
    of career
   What kind of career do I choose?- one
    being chosen by the masses? Livelihood-
    driven? One that is offbeat? Or remain
    career less?
   What kind of Life Partner do I choose? –
    Chosen by parents? Self-Chosen? Chosen
    my opposite or echo? Or remain a
    bachelor?- implications for career
     CAREER BEGINNING
 How do I begin my career?
 With High Expectations & High
  Confidence
 With High Expectations & Low

  Confidence hoping for a godfather
 With Low Expectations & Low
  Confidence- seeking shelter in an
  organisation
    LIFE & CAREER INTERTWINED
 Marriage- the economic compulsions,
  demands of the spouse, aspirations,
  competition at the office
 How do I manage all these pushes

  and pulls? Where do I turn for
  resources?
 Towards Self or Others or Fate

  (Astrology)?
    RESURGENCE OF AUTHORITY
            ISSUES
   In this conflicted state the old conflict with
    authority resurges- active or passive fight
    with the bosses
   Resurgence of Sibling Rivalry- with
    colleagues – envy & jealousy
   One’s energies seem to be getting
    diverted from nurturance of one’s career
   Organisational Politics tends to eclipse all
    attemots at Career Planning by HR
      CORPORATE CAREER
          PLANNING
 Planning or Projections?
 Chalking a career path and promising
  its fulfillment or offering a career
  path or career alternatives with no
  promises- dilemmas for HR
 Individuals see always a promise
  behind a mere projection just as a
  child takes mother’s stories to be
  true
        HR DEPARTMENT
 Adoption of a “foolproof” Appraiusal
  System preceded by an Objective
  Setting System & Culture
 Appropriate Management of the
  Reward System so as to defeat the
  ‘regressive’ forces among the
  individuals
 Appropriate Skills in the HR
  Department
CAREER MANAGEMENT SKILLS
         IN HR
 Applied Behavioural Sciences Skills
 Skills to set up mentoring processes

 Training themselves and other
  chosen mentors in mentoring skills
 Counseling

 Developing ‘strategies’ for individuals
  to see the macro picture and not
  operate from a career obsession
  (Career Consciousness is different)
    WHAT OTHER THINGS HR CAN
              DO?
 Become a strategic partner of the
  Top and do dynamic HR Planning for
  the company in line with the
  Company Strategy
 Develop training programmes on
  Career Management
 Develop/hold programmes for
  personal growth
 Develop Job Rotation practices
WHAT THE INDIVIDUAL CAN DO?
 Become a learner of a variety of
  knowledge & skills- take a try at
  functions other than one’s own- thus
  becoming well rounded so that more
  career possibilities open up
 Develop oneself professionally

 Nurture one’s marriage and children

				
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