2. Career Development
• The business world is increasingly becoming
competitive
• Employees could work in any part of the world
• Employers need the best employees to
advance their organization goals
• According to Antoniu (2010) employee
turnover is very expensive
3. The Role of Human Resource
Management in Career Planning
• Noe et al (2008) notes that managers should
advise employees on career development
• Identifying employees’ needs
• Determining their aspirations
• Identifying opportunities for individual
employees
• Developing human resource plans for developing
the careers
• Evaluating results from career development
4. The Role of Employees in Career
Planning
• Learning their abilities and aspirations
• Developing new skills in their work
environments
• Being ready to train and advance their careers
• Understanding the available opportunities
• Learning from colleagues
• Engaging relevant managers to learn emerging
opportunities
5. Career Planning and Development
• Zlate (2004) notes that it is one of the best
ways of improving performance
• Each is employee is important in the
organization
• Give each employee an opportunity to grow
• Allow training and refresher courses to
enhance performance
• Develop training personnel for all levels of
employees
6. Contribution of Career Development
• Increases morale among employees
• The overall performance of the organization
increases
• Reduces employees turnover
• Saves money for the company
• Increases customer satisfaction
• Reduces employee redundancy (George &
Jones, 2007).
7. Employee Satisfaction
• Develop a definite reward scheme for
employees
• Adhere to the scheme at all times
• Reward every performing employee
• Employees work hard when they know they
would advance their careers
• Encourage employees through organizing
meetings (Chartered Institute of Personnel
and Development – CIPD, 2005).
8. Each employee is important
• Ensure that all employee understand what
they mean for the organization
• Never show biasness when promoting
• Define the roles of each employee
• Set goals for employee with deadlines
9. Career Planning Model
• Identify individual aspirations and needs
• Counseling and assessment
• Individual efforts towards development
• Setting a career path
• Identifying organizational opportunities and
needs
• Popescu (2008) reveals the need to provide
career information
• Constructing development and training programs
10. Issues to consider in career planning
• Employees are individuals who have unique
skills, desires, and needs
• Organization that value employee aspirations
motivate individuals
• Encouraging and guiding employees aids in
developing, changing ,or discovering new
courses
• Employees are willing to take new challenges
11. Career Counseling for all Employees
• Manolescu (2003) points out the importance
of engaging professionals such as psycho
sociologists
• The professional should be aware of both
organizational and individual needs
• Organize meetings where each employee
should attend
• The activity should be a formal activity for HR
12. Responsibility of organizations in
Career Counseling
• According to Zeus (2008) managers should
advertise all available opportunities openly
• Giving existing employees an added advantage
• Encouraging existing employees to apply
• Choosing the best among the employees
• Rewarding employees according to the
performance
• Eliminating biasness
13. The system of organizational career
planning
• A fixed trajectory is not viable
• This is because of changes happening in the
business world
• The system should be dynamic
• Careers are shorter and unpredictable
• Employees need job security
• People change jobs during their working days
14. Organization advantages for career
planning systems
• Saves time that could be spent looking for
replacement
• Employees have an opportunity to work in
satisfying jobs thus increasing productivity
• Identifies employees who posses managerial
qualities
• Reduces costs in revenue that could have
spent on training new employees
15. Career management system’s
components
• Self assessment for setting goals among
employees
• Reality check helps employees in learning how
the organization assesses skills
• Setting goals among individual employees
• Planning activities to understand how to
achieve their goals
16. Employees should
• According to Noe et al (2008) they should
understand the economic standpoint of their
careers
• Identify their psychological needs
• Realize the importance of job security
• Know their strengths and weaknesses
• Interact with different employees from other
sectors
17. The role of organization
• Organizing seminars for all employees
• Developing information systems and careers
centers
• Developing guides for career planning
• Giving career paths and directions to all
employees
• Ensure that employees and managers use
career planning systems appropriately
(Mathis et al, 1997).
18. Managers role
• Provide employees with development
opportunities, training courses and job vacancies
• Agree with employees on career development
• Identify resources that would help the employees
• Know the employees’ strengths and weaknesses
• Assist employees in improving on their
weaknesses
19. Why support career development
• Helps employees in creating tangible career
development targets
• Skill development leads to utilizing learning
opportunities
• Increases self confidence among employees
• Helps in matching organizational and
individual goals
• It is cost effective (Otte & Hutcheson, 1992).
20. How to aid career development
• Holding discussion with employees annually
• Holding supervisors accountable for career
development in any department
• Develop skills through coaching, internships,
job rotation, mentoring, and cross-training
• Allow flexible working arrangements for the
staff (Chartered Institute of Personnel and
Development – CIPD, 2005).
21. Conclusion
• Career development is very important
• It increases employee’s productivity
• Cuts costs through reducing employee
turnover and redundancy
• Increases customer satisfaction because of
improved services
• Aids in retaining the best personnel in all
departments
22. References
• Antoniu, E. (2010)."Career Planning Process And Its Role In Human
Resource Development."Annals of the University of Petroşani,
Economics, 10(2): 13-22.
• George, M. J. & Jones, R.G. (2007) Understanding and Managing
Organizational Behavior. London: Prentice Hall/Pearson Publishing
House, p. 266
• Manolescu, A. (2003) Human Resource Management, 4th Edition,
The Economic. New York: Publishing House, p.332
• Mathis, R.L. et al. (1997) Human Resource Management. Bucharest:
The Economic Publishing House, p.141
• Noe, A.R., Hollenbeck, R.J., Wright, P. & Gerhart, B. (2008)
Fundamentals of Human Resource Management. London: McGraw
Hill Company, p.428
• Otte, F.L. & Hutcheson, P.G. (1992) Helping Employees Manage
Careers. Englewood Cliffs: Prentice Hall, pp.57-58
23. References (cont’d)
• Popescu N. A. (2003). “Planning and career management in
organizations.” Journal of Organizational Psychology, 3(4)
• Zeus, P.; Skiffington, S. (2008) Coaching in organizations - A
complete Guide. London: Codecs Publishing House,
Bucarest, pp.101-103
• Zlate, M. (2004) A dissertation regarding the managerial
and organizational psychology. New York: Polirom
Publishing House, Iaşi, p. 377
• Chartered Institute of Personnel and Development - CIPD
(2005) Career management (a guide), University of Reading
Business School. Retrieved 02 May 2014 from
http://www.cipd.co.uk/subjects/lrnanddev/careermand/Cr
rmngmntGd.htm
