Contact Us Today

HUMAN RESOURCES MANAGEMENT
CHECK POINT 37: EMPLOYEE CAREER MANAGEMENT

This Check Point Is Available By Subscription Only,
But You Can Still Check Out The Menu Below
.

1. the purpose of the career development process
2. five stages in a life cycle
3. stage 1: the growth stage
4. stage 2: the exploration stage
5. stage 3: the establishment stage
6. stage 4: the maintenance stage
7. stage 5: the decline stage
8. six types of personal orientation
9. two types of occupational orientation level
10. five individual career anchors
11. career anchor 1 - technical and functional competence
12. career anchor 2 - managerial competence
13. career anchor 3 - creativity
14. career anchor 4 - independence
15. career anchor 5 - security
16. objectives of a career development program
17. career routes
18. advantages of a career development program
19. for serious business owners only
20. the latest information online
 

DO I NEED TO KNOW THIS CHECK POINT?

 

HUMAN RESOURCES MANAGEMENT
CHECK POINT 37: EMPLOYEE CAREER MANAGEMENT

Please Select Any Topic In Check Point 37 Below And Click.

1. the purpose of the career development process
2. five stages in a life cycle
3. stage 1: the growth stage
4. stage 2: the exploration stage
5. stage 3: the establishment stage
6. stage 4: the maintenance stage
7. stage 5: the decline stage
8. six types of personal orientation
9. two types of occupational orientation level
10. five individual career anchors
11. career anchor 1 - technical and functional competence
12. career anchor 2 - managerial competence
13. career anchor 3 - creativity
14. career anchor 4 - independence
15. career anchor 5 - security
16. objectives of a career development program
17. career routes
18. advantages of a career development program
19. for serious business owners only
20. the latest information online
 

DO I NEED TO KNOW THIS CHECK POINT?

 

WELCOME TO CHECK POINT 37

TUTORIAL 1 General Management TUTORIAL 2 Human
Resources Management
TUTORIAL 3 Financial Management TUTORIAL 4 Operations Management TUTORIAL 5 Marketing
And Sales Management
1 6 11 16 21 26 31 36 41 46 51 56 61 66 71 76 81 86 91 96
2 7 12 17 22 27 32 37 42 47 52 57 62 67 72 77 82 87 92 97
3 8 13 18 23 28 33 38 43 48 53 58 63 68 73 78 83 88 93 98
4 9 14 19 24 29 34 39 44 49 54 59 64 69 74 79 84 89 94 99
5 10 15 20 25 30 35 40 45 50 55 60 65 70 75 80 85 90 95 100
 

HOW CAN YOU BENEFIT FROM CHECK POINT 37?

 
The main purpose of this check point is to provide you and your management team with detailed information about Employee Career Management and how to apply this information to maximize your company's performance.
 
In this check point you will learn:
 
• About the purpose of employee career management.
• About five stages in a person's life cycle.
• About the growth and exploration stages.
• About three phases during the establishment stage.
• About the maintenance and decline stages.
• About six types of personal orientation.
• About realistic and investigative orientation types.
• About social and conventional orientation types.
• About enterprising and artistic orientation types.
• About two types of occupational orientation, career anchors... and much more.
 

LEAN MANAGEMENT GUIDELINES FOR CHECK POINT 37

 
You and your management team should become familiar with the basic Lean Management principles, guidelines, and tools provided in this program and apply them appropriately to the content of this check point.
 
You and your team should adhere to basic lean management guidelines on a continuous basis:
 
Treat your customers as the most important part of your business.
Provide your customers with the best possible value of products and services.
Meet your customers' requirements with a positive energy on a timely basis.
Provide your customers with consistent and reliable after-sales service.
Treat your customers, employees, suppliers, and business associates with genuine respect.
Identify your company's operational weaknesses, non-value-added activities, and waste.
•. Implement the process of continuous improvements on organization-wide basis.
Eliminate or minimize your company's non-value-added activities and waste.
Streamline your company's operational processes and maximize overall flow efficiency.
Reduce your company's operational costs in all areas of business activities.
Maximize the quality at the source of all operational processes and activities.
Ensure regular evaluation of your employees' performance and required level of knowledge.
Implement fair compensation of your employees based on their overall performance.
Motivate your partners and employees to adhere to high ethical standards of behavior.
Maximize safety for your customers, employees, suppliers, and business associates.
Provide opportunities for a continuous professional growth of partners and employees.
Pay attention to "how" positive results are achieved and constantly try to improve them.
Cultivate long-term relationships with your customers, suppliers, employees, and business associates.

1. THE PURPOSE OF THE CAREER DEVELOPMENT PROCESS

THE CAREER DEVELOPMENT PROCESS

Business owners and managers must implement the career development process to enhance effective performance of employees and growth of the organization.

Career Development can be described as the process of separate but related working activities undertaken to satisfy a person's ambitions.  
 
If you don't have employees in your business then this check point is not applicable to you. However, if you do have employees, you would like to find out what are their aspirations and how can your company help them to fulfill those aspirations. This will subsequently cause your employees to become more engaged, motivate them to become more productive and able to contribute to the continuous growth of your organization. For this reason you need to become familiar with various issues related to career development process.

The Career Development Process is designed to provide an effective method of ensuring a steady functional growth of employees within a company. This process also contributes to satisfying the ever-increasing organizational needs for new employees. The advantages of the career development process are outlined below.

ADVANTAGES OF THE CAREER DEVELOPMENT PROCESS

1.

Increased level of morale and motivation of employees.

2.

Avoidance of employees "retirement" on the job.

3.

Reduction in employee turnover.

4.

Improved utilization of internal human resources.

 

ADDITIONAL INFORMATION ONLINE

Employee Development By Anne Loehr.
Design Career Path For Employees By HR Crest.
Business Professor - Career Conversation By Youth Forward.
Current Trends In Training And Development By Sharon Wingron.
Help Them Grow Or Watch Them Go By Career Systems International.

2. FIVE STAGES IN A LIFE CYCLE

A LIFE CYCLE

The Work Life Of Employees does not stand in isolation from their Family Life. On the contrary, both aspects of the employees' lives are often interrelated. You and your management team should consider, therefore, the employees' private lives as an important factor in the career development process.  
 
You should also remember that every person undergoes five distinct stages during his or her life-time cycle. The five stages of a person's Life Cycle are outlined below.

FIVE STAGES IN A LIFE CYCLE

Stage 1: The Growth Stage.

Stage 2: The Exploration Stage.

Stage 3: The Establishment Stage.

Stage 4: The Maintenance Stage.

Stage 5: The Decline Stage.

 

Please watch Human Life Cycle video to get a quick overview of these five stages.

3. STAGE 1: THE GROWTH STAGE

STAGE 1: THE GROWTH STAGE

The Growth Stage lasts from birth to about age 14, when the person passes though the childhood stage.

During this period, the person develops a self-image by identifying and interacting with family members, friends, and teachers. Toward the end of this period, the adolescent develops some preliminary ideas about his or her particular interests and preferences.

4. STAGE 2: THE EXPLORATION STAGE

STAGE 2: THE EXPLORATION STAGE

The Exploration Stage lasts approximately from ages 15 to 24, when the person passes through the young, unmarried adulthood stage.

During this period, the person explores various educational and occupational options and tries to select suitable direction based on his or her personal interests and preferences. Toward the end of this period, the person develops strong interests and preferences which guide him or her through the active working life.

5. STAGE 3: THE ESTABLISHMENT STAGE

STAGE 3: THE ESTABLISHMENT STAGE

The Establishment Stage lasts approximately from ages 25 to 44. During this period, the person is likely to marry and start a family. The establishment stage generally has three sub-stages illustrated below.

The Trial Sub-Stage

This period lasts from about 25 to 30. During this  period, the person ascertains whether or not the selected area of work  is suitable. If not, then a change may take place.

The Stabilization Sub-Stage

This period lasts from about 30 to 40. This is, generally the most critical stage in the person's life, when his or her dreams and aspirations are to be fulfilled.

The Mid-Career Crisis Sub-Stage

This period may last from about mid 30's to mid-40's. During this period, the person is expected to adjust his or her ambitions to the real world and re-orient accordingly.

6. STAGE 4: THE MAINTENANCE STAGE

STAGE 4: THE MAINTENANCE STAGE

The Maintenance Stage lasts approximately from ages 45 to 65, when the person passes through a married (or divorced...) adulthood stage and raises children.

During this period, the person consolidates occupational activities and maintains strong use of skills and experience. Toward the end of this period, the person gradually slides into a less active working environment and prepares for eventual retirement.

7. STAGE 5: THE DECLINE STAGE

STAGE 5: THE DECLINE STAGE

The Decline Stage may start between ages 65 to 70, when the person's family is grown up and children lead separate lives. This stage also entails a possible loss of spouse (or ex-spouse/s...).

During this period, the person operates at a reduced level of responsibility and shares experience with a younger generation of employees. Toward the end of this period, the person retires from active service and enters into a post-retirement stage. (36)

8. SIX TYPES OF PERSONAL ORIENTATION

PERSONAL ORIENTATION

There are numerous factors affecting the employee's Career Development Process within the company. These factors are directly related to the employee's background and personal qualities as well as to the company's relevant policies.

Employees generally tend to perform better at jobs in which they have special interests and skills. It is essential, therefore, to start the career development process with the identification of such interests and skills in order to establish the Personal Orientation of each employee.

According to the career counseling expert John Holland, there are six basic types of personal orientation, which can be interpreted in the context of the business environment as outlined below. (37)

SIX BASIC TYPES OF PERSONAL ORIENTATION

1.

Realistic Orientation (Type R).
This type is characteristic of production engineers, technicians, mechanics, tool and die makers, drivers, carpenters, and trades people in general.

2.

Investigative Orientation (Type I).
This type is characteristic of design engineers, managers, and management consultants.

3.

Social Orientation (Type S).
This type is characteristic of managers in general, and particularly of human resource managers.

4.

Conventional Orientation (Type C).
This type is characteristic of accountants, bookkeepers, credit control managers, storekeepers, and office workers.

5.

Enterprising Orientation (Type E).
This type is characteristic of executive managers, buyers, and sales employees.

6.

Artistic Orientation (Type A).
This type is characteristic of design engineers, architects, advertising managers, artists, and interior decorators.

 

MOST PEOPLE FALL INTO TWO PERSONAL ORIENTATION TYPES

Most people usually fall into two or more Personal Orientation Types. Engineers, for example, may have realistic and investigative orientations, while many managers have investigative and enterprising orientations.
 
Holland suggests that: "The more compatible orientations are, the more decisive the person will be in making an individual career choice."

This may be further confirmed by placement of personal orientation types in one of the corners of a hexagon as illustrated below.

SIX BASIC TYPES OF PERSONAL ORIENTATION (ILLUSTRATION)

9. TWO TYPES OF OCCUPATIONAL ORIENTATION LEVEL

CLASSIFICATION OF EMPLOYEES BASED ON OCCUPATIONAL LEVEL

By examining employees, managers can identify their occupational orientation level, i.e. to what degree their personal orientation types are compatible. This may lead to the following Classification Of Employees into two types illustrated below.

 

Employees 
With High Occupational Orientation

 

Employees 
With Low Occupational Orientation

These include people whose personal orientation types are placed in adjacent corners of the hexagon. For example: enterprising-conventional type, or realistic-investigative type.

 

These include people whose personal orientation types are placed in opposite  corners of the hexagon. For example: artistic-conventional type, or realistic-social type.

10. FIVE INDIVIDUAL CAREER ANCHORS

CAREER ANCHORS

The career development process depends upon personal skills, talents, needs, values and ambitions of employees. This is further enhanced by the employee's gradual inclination toward individual Career Anchors or Preferences.

Edgar Schein has identified Five Individual Career Anchors illustrated below. (38)

FIVE INDIVIDUAL CAREER ANCHORS


Technical 
And 
Functional Competence

Managerial Competence

Creativity

Independence

Security

11. CAREER ANCHOR 1 - TECHNICAL AND FUNCTIONAL COMPETENCE

CAREER ANCHOR 1 - TECHNICAL AND FUNCTIONAL COMPETENCE

Technical And Functional Competence is usually selected by people with distinctive functional abilities and an overriding interest in their specific jobs. These people generally avoid activities that would drive them toward general management; instead they tend to specialize in their selected professional areas such as engineering, accounting, or medicine.

12. CAREER ANCHOR 2 - MANAGERIAL COMPETENCE

CAREER ANCHOR 2 - MANAGERIAL COMPETENCE

Managerial Competence is a goal usually selected by people with distinctive leadership qualities and an overriding interest in management activities. These people are inclined to wield considerable managerial responsibility; to have an ability to work with, influence, and control employees; and to have the skills to identify, evaluate, and solve problems.

13. CAREER ANCHOR 3 - CREATIVITY

CAREER ANCHOR 3 - CREATIVITY

Creativity is a direction usually selected by people with a distinctive desire to discover new solutions. This direction enables people to utilize their creative abilities and, consequently, to fulfill personal and professional ambitions. This inclination necessitates that people have a substantial sense of personal responsibility, high self-motivation, and fair expectations about material gain.

14. CAREER ANCHOR 4 - INDEPENDENCE

CAREER ANCHOR 4 - INDEPENDENCE

Independence is a direction usually selected by people with a distinctive drive for personal autonomy. This direction enables people to express their life aspirations, personal creative abilities, and desire for freedom of choice. This inclination necessitates that people have a substantial sense of personal responsibility and high self-motivation and are prepared to temporarily sacrifice material benefits.

15. CAREER ANCHOR 5 - SECURITY

CAREER ANCHOR 5 - SECURITY

Security is a direction usually selected by people with a distinctive need for personal peace of mind. This direction does not require people to express their ambitions or to demonstrate their managerial talent. It does, however, require a certain ability to wield personal responsibility and to have sufficient skills and experience in selected areas of work.

16. OBJECTIVES OF A CAREER DEVELOPMENT PROGRAM

A CAREER DEVELOPMENT PROGRAM

The identification of all factors explained above play an important role in the process of planning for employee career development. A properly designed Career Development Program usually has three main objectives outlined below.

CAREER DEVELOPMENT PROGRAM OBJECTIVES

1.

To assist employees in evaluating their own internal career needs.

2.

To develop new career opportunities in the company.

3.

To match career opportunities in the company with the employees' needs, aspirations, and abilities.

 

IMPORTANCE OF THE CAREER DEVELOPMENT PROGRAM

Career Development is a highly individual and very important aspect in the human life cycle. Management, therefore, should provide employees with an opportunity for making their own decisions in this regard and assist them in the decision-making process.

Employees should be asked to consider the relative importance of factors such as managerial or technical competence, security, creativity, independence, and family life. This consideration will help to improve the quality of their career planning.

HAVE A CONVERSATION ABOUT A CAREER DEVELOPMENT PROGRAM

 
At this stage you should be ready to have a Career Development Conversation with your employees. This will entail finding answers to several important questions provided below:
 
• At what life cycle stage is the employee?
• What is the employee's personal orientation?
• What is the employee's occupational orientation level?
• What is the employee's individual career anchor?
 
Once you get the correct answers to the above mentioned questions, you will be in a much better position to implement an effective career development program for your employees. This, in turn, will motivate your employees to become more engaged and work more productively to maximize your company's performance and profitability.
 
The career development conversation with each manager should also take into account the person's leadership skills and personality type. For this reason, you should become familiar with Basic Leadership Styles and the Disc® Behavioral Model which are discussed in detail in Tutorial 1.
 

ADDITIONAL INFORMATION ONLINE

Real Estate Agent Career Conversation By Jeff Moser, Youth Forward.
General Manager - Career Manager By Emily Johnson, Youth Forward.
Restaurant General Manager Career Interview By Steve Ooms, Dr. Kit Videos.
Mortgage Consultant Career Conversation By M. Christianson, Youth Forward.
Computer Support Specialist Career Conversation By John Artz, Youth Forward.

17. CAREER ROUTES

CAREER ROUTES

The process of developing new career opportunities necessitates that management design specific Career Routes, corresponding to various functions.

Certain positions within the company, termed Low Ceiling Jobs, will prove to have limited opportunities in the workplace. Such jobs should be identified and made known to employees, particularly those who have a distinctive need for security. Relevant information regarding the duties of such jobs should be provided, as well as details of the necessary training or development requirements.

18. ADVANTAGES OF A CAREER DEVELOPMENT PROGRAM

A CAREER DEVELOPMENT PROGRAM

Upon completing the process of identifying and evaluating employees' internal career needs and the company's career opportunities, management will be able to plan the alignment of the above by means of a Career Development Program. The career development program should incorporate all major elements of individual and organizational development processes outlined below.

ELEMENTS OF A CAREER DEVELOPMENT PROGRAM

1.

Operational, management, and organizational training.

2.

Employee performance appraisal.

3.

Management by Objectives (MBO)

 

THE ULTIMATE RESULT OF A CAREER DEVELOPMENT PROGRAM

The ultimate result of a well-planned and efficiently executed Career Development Program will be the process of smooth transfer and promotion of employees within the company. This process will enable management to utilize internal human resources according to the company's specific needs in order to meet organizational objectives.

ADDITIONAL INFORMATION ONLINE

What Is A Professional Development Plan By Christine Scivicque.
PPG Porter Paints Career Development Program By PPG AC Careers.
Business Development Senior Manager By Christopher O'Toole, Oracle.
10 Steps To Create Your Career Development Plan By Christine Scivicque.
Measuring The Success Of Career Development Program By S. Stroope, CPP.

19. FOR SERIOUS BUSINESS OWNERS ONLY

ARE YOU SERIOUS ABOUT YOUR BUSINESS TODAY?

Reprinted with permission.

20. THE LATEST INFORMATION ONLINE

 

LESSON FOR TODAY:
It Takes Twenty Years To Make An Overnight Success!

Eddie Cantor, Writer

Go To The Next Open Check Point In This Promotion Program Online.