Career Planning Flashcards
Career
Sequence of positions occupied by a person over a lifetime
Career Planning
Support mechanism that helps individuals set and plan out their career goals
Career Development
Continuous, formalized efforts by an organization to develop and enrich its employees
4 Steps in Career Planning
Determine Career Path
Build Replacement Table
Evaluate Current Employees on Critical KSAs
Develop Employees to Fill Future Positions
4 Types of Career Paths
None
Traditional
Network
Dual
Bad Things from Lack of Career Development
Excessive Turnover Increased Recruiting Costs Under-utilization of Talent Employee Dissatisfaction Stymied Progression Poor Promotion Decisions Potential Discrimination
Career Path - None
Most firms don’t have well worked-out career path
Common in public sector and union environments
Traditional Career Path
Family of related jobs and ascends through sequence of steps
Experience tends to be applicable outside of given job family
Network Career Path
Experience is interchangeable across job families
Encourages individuals to get cross-functional experience
Dual Career Path
Allows for parallel career paths
Not always equal
Ex: Managerial and Technical
Three Ways to Career Plan for Current Employees
Skills Inventories
Management Inventories
Performance Appraisal
Developing Current Employees
Job Rotation
Training and Development
Special Projects of Work Teams
Coaching and Mentoring
Coaching
Continuous relationship in which job performance is the key focus
Mentor
Similar to coach, but more likely to be a confidant who can help solve personal problems
Requirements for Successful Career Planning
Top Management Commitment
Careful Formulation
Promotion from Within
Internal Job Postings and Bidding
Employee Training & Development tied to Strategic Competences
Training of Managers and Rewards for Employee Development
Communication
