Presentation on

Career Roles and Identity

Career
Career:- It is a sequence of attitudes and behaviors
associated with the series of job and work related
activities over a person’s life-time.
It is a succession of related jobs, arranged in
hierarchical order, through which a person moves
in an organization.
Career Development
Career development means the process of
increasing an employee’s potential for an
advancement and career change.
 Organizational Career Development
.

Career Management
Career Planning
Career Planning
Career Planning is the process by
which one selects career goals and the
path to these goals.
Career Management
Career management includes both
organizational actions and individual
efforts aimed at setting career goals,
formulating and implementing
strategies and monitoring the results.
Need of Career Development
1. Enables employees to be better prepared for
future positions in the organisation.
2. Enhance skills for higher positions and make
them adaptable to changing requirements of the
organisations.
3. Ensures equitable opportunity to the
organisation to sustain harmonious industrial
relation.
Need of Career development (contd.)
4. Improves employee morale and motivation.
5. Increase employees’ loyalty and commitment to
the organisation.
6. Attract and retain effective persons in the an
organisation.
7. Reduce employee turnover.
Career Stages:-
Exploration

Establishment

Mid- Career

Late-career

Decline
Different Career Stages
1. Exploratory Stage: This stage starts when a new
employee joins an organization. An employee joins
an organization with specified qualification and
knowledge to build his career by choosing from
available alternatives.
2. Establishment Stage: After a new entrant starts his
career, he needs to be provided with regular
feedback which enables the new employee to
understand the effectiveness of his performance and
can remove functional deficiencies.
Different Career Stages(Contd.)
3. Mid-career/ Maintenance Stage: In this stage
employee work hard to retain their established
name and fame. At this stage, due to the absence
of career development programmes makes
employees to opt for a job switch. Thus, an
organisation needs to start career development
programmes at this stage.
4. Late Career: This is the stage where one relaxes a
bit and plays a role of a guide for the new
employees with the help of his varied experiences.
Contd.
5. Decline Stage: Employee at this
stage, being prepared for retirement,
get scared from the possible threat of
reduced role or responsibilities in the
organisation.
Career Stages in the form of Graph
Stages- Stage-1 Stage-2 Stage-3 Stage-4 Stage-5

Performance

Low 25 35 50 60 70

Age
Career Anchors/ Mentor:
Career Anchor: It is a syndrome of talents, motives and
values which gives stability and direction to a person’s
career.
Edger H. Schein, identified such career anchors for
employees. These are as follow:-
1. Managerial Competence: It includes the three
areas of competence:
a. Interpersonal Competence
b. Analytic Competence
c. Emotional Competence
Career Anchors (contd.)
2. Technical/Functional Competence: Persons with
such competence prefer to remain in technically
satisfying jobs than rising to the higher managerial
level.
3. Security and Stability: Employees who are anchored
in this competence will always get motivated for a
career which ensures job security and long range
stability in the form of good retirement programmes.
Career Anchors (Contd.)
4. Creativity and Challenge: People with such
syndrome are few in number. They become
entrepreneurs more for the sake of creating something
new and to have their own identity.
5. Freedom and Autonomy: Organisational constraints
like fixed working hours, lack of variety of work,
defined working conditions etc., insist a employee to
leave a job.
Contd.
6) Service:-Those individual have this competence
always strive to serve Society rather than earning
money.
7) Life Style:- Life style of an individual employee play a
role of career anchor. He choose his career accordingly
his life style.
Career Planning
It is a process evaluates one’s abilities and
interests, considering alternative career
opportunities, establishing career goals and
planning practical development activities.
Steps in the Career Planning Process
Process of Career Planning involves the following steps:
1). Preparing Personnel Skill Inventories:- Personal
skills inventories contain data on employees skills and
career goals which provide the following information.
(a) Different positions of the employees in the org., their
age, education, training and career goals, status,
duties and responsibilities.
(b) The performance record and ratings, interpersonal
abilities of the employees.
Contd.
(c). Their preferred location, desires and constraints.
(d). Whether the present strength is short or surplus to the
requirement.
(e). Future requirement of manpower.
2). Developing Career Paths:- Career paths are logical
mapping out of jobs, which represent a potential
progression tract that an employee may follow over time
done through the career ladder. For instance the career
paths for marketing job is presented in figure, which shows
a simple job ladder.
Marketing job Career Path
Contd.
3). Put the right man at the right place and at the
right time:- Identify suitable employees who have
ability & potential.
4). Impart training:- Formulate and implement the
training so that the technical & conceptual skills of
employees can be improved.
5). Review and Counselling:- Career counselling
provides guidance to the employees on
occupational training, education and career goals.
 Process

of Career Planning:-
.
Individual’s Assessment Organizational Assessment

Need Analysis Opportunity Analysis

Need-Opportunity Alignment

Career Counseling
Limitations of the Career Planning

1) In Small units Vertical Growth is

not possible.
2) Environmental Factors
Roles in Career:
Role: A role id defined as a set of recurring behaviour
that is expected from a member by others in a group.
MANAGERIAL ROLE
TASK ROLE
MAINTENANCE ROLE
PERSONAL ROLE
EXPECTED ROLE
PRECEIVED ROLE
ENACTED ROLE
Succession Planning
WHAT IS SUCCESSION PLANNING?

Succession planning is the process of training

and preparing employees in an organisation

so that there will always be someone to replace

an employee who leaves.

 Why Succession Planning?
How Succession Planning Helps Organizations
Engages senior management in a disciplined
review of organizational talent
Guides development activities of staff
Brings HR systems into alignment
Assures continuity of key positions / Avoids
transition problems
Assures new managers are prepared for their
jobs
Focus on Organizational Effectiveness
THE SUCCESSION PLAN
1. Workforce analysis and forecasting
2. Communications strategy
3. Positions targeted for growth
4. Current and future competencies
5. Assess high potential employees
6. Conduct competency gap analysis
THE SUCCESSION PLAN
7. Establish recruitment strategy and
assessment / selection tools
8. Institute formal coaching and
mentoring
(training and development)
9. Establish a retention plan
10. Evaluation / Measurement
Thank you