outcome 5 // Career management: develop talent over time

Question 1

Career development program

Answer 1

integrate employees career goals with the goals of the organization
Job opportunities can be identified by determining the knowledge and skills of each job

E. need to understand company philosophy to know if their goal matches with the companies.

Mentoring is an effective tool

Question 2

Goal: Matching Individual and Organizational Needs

Answer 2

Employees role:
employees need to identify their knowledge, skills, abilities, interests, and values and to seek out information about career options in conjunction with their managers.
manager can help by giving feedback

Organizational role: ( establishing climate)

Blending the Goals of Individual Employees
with the Goals of the Organization

Eyees awareness of the organization’s
philosophy, organization’s more immediate goals

Question 3

Identifying Career Opportunities

And Requirements

Answer 3

Begin with a Competency Analysis
Identify Job Progressions and Career Paths
Track Career Stages
Recognize Different Career Paths

Question 4

Compentency analysis

Answer 4

knowledge and skills
achieved with job analysis and evaluation systems such as those used in compensation
programs

Question 5

Identify Job Progressions and Career Paths

Answer 5

job progressions
The hierarchy of jobs a new employee might experience, ranging from a starting job to jobs that successively require more knowledge and/or skill

career paths
Lines of advancement in an occupational field within an
organization

Question 6

Track Career Stages

Answer 6

(1) preparation for work
(2) organizational entry
(3) early career
(4) midcareer
(5) late career

Question 7

Recognize Different Career Paths

Answer 7

promotion
A change of assignment to a job at a higher level in the organization

transfer
Placement of an individual in another job for which the duties, responsibilities, status, and remuneration are approximately equal to those of the previous job

downward transfer, or demotion,

Question 8

relocation services

Answer 8

covering moving expenses, helping to sell a home, and providing cultural orientation and language training

Question 9

outplacement services

Answer 9

Services provided by organizations to help terminated employees find a new job

Question 10

career plateau

Answer 10

A situation in which, for either organizational or personal reasons, the probability of moving up the career ladder is low

Question 11

sabbatical

Answer 11

An extended period of time in which an employee leaves an organization to pursue other activities and later returns to his or her job

Question 12

Career Development Initiatives

Answer 12

Placing clear expectations on employees so they know what is expected of them throughout their careers with the organization

Giving employees the opportunity to transfer to other office locations, both domestically and internationally

Encouraging performance through rewards and recognition

Question 13

Career counseling

Answer 13

The process of discussing with employees their current job activities and performance, personal and career
interests and goals, personal skills, and suitable career development objectives

Question 14

fast-track program

Answer 14

A program that encourages new managers with high potential to remain with an organization by
enabling them to advance more rapidly than those with less potential

Question 15

Mentors

Answer 15

Individuals who coach, advise, and encourage individuals of lesser rank

1. Research the person’s background
2. Make contact with the person
3. Request help on a particular matter
4. Consider what you can offer in exchange.
5. Arrange a meeting
6. Follow up.
7. Ask to meet on an ongoing basis

Question 16

career networking

Answer 16

The process of establishing mutually beneficial relationships with other business people, including potential clients and customers