Apr 10, 2023Apr 10, 2023 11

Management DevelopmentManagement Development

Apr 10, 2023Apr 10, 2023 22

Managerial Skills vs. Managerial Skills vs. developmental tooldevelopmental tool

Six important managerial skillsSix important managerial skills• ObservationObservation• Monitor employee performanceMonitor employee performance• Implementation of professional Implementation of professional

development programsdevelopment programs• Demonstrate working knowledge and Demonstrate working knowledge and

expertiseexpertise• Good decision makingGood decision making• Ability to conduct and evaluate researchAbility to conduct and evaluate research

Apr 10, 2023Apr 10, 2023 33

Managerial skills frameworkManagerial skills framework

Apr 10, 2023Apr 10, 2023 44

Managerial Skills vs. developmental toolManagerial Skills vs. developmental tool How does development tool helpHow does development tool help

• Involves converting abstract generalizations Involves converting abstract generalizations to behavior tailored to specific situationsto behavior tailored to specific situations

• It enhances behavioral and inter personal It enhances behavioral and inter personal skills (moves up from cognitive learning to skills (moves up from cognitive learning to actually incorporating it)actually incorporating it)

• Stresses on conceptual and general Stresses on conceptual and general knowledgeknowledge

• Decision making under conditions of Decision making under conditions of ambiguity(Mintzberg)ambiguity(Mintzberg)

• Structured practice skills workshop raises the Structured practice skills workshop raises the ability of the learners to describe in detail ability of the learners to describe in detail their own and other’s behavior in a work their own and other’s behavior in a work context context

• It is a long term exercise and thus changes It is a long term exercise and thus changes are not overnightare not overnight

Apr 10, 2023Apr 10, 2023 55

Career Planning & DevelopmentCareer Planning & Development

Career PlanningCareer Planning

It’s a process through which a person:It’s a process through which a person:

evaluates his or her own abilities and evaluates his or her own abilities and interests, interests,

considers alternative career opportunities, considers alternative career opportunities, establishes career goals and establishes career goals and plans practical developmental activities.plans practical developmental activities. Career planning is important because it would Career planning is important because it would

help the individual to explore, choose and help the individual to explore, choose and strive to derive satisfaction with one’s career strive to derive satisfaction with one’s career objective.objective.

Apr 10, 2023Apr 10, 2023 66

DevelopmentDevelopment Career development results from the matching of the Career development results from the matching of the

individual with the organization. individual with the organization. Although organizations should take more responsibility Although organizations should take more responsibility

for the development of human resources, they cannot for the development of human resources, they cannot take full responsibility for each individual’s career take full responsibility for each individual’s career development.development.

INDIVIDUAL STRATEGIESINDIVIDUAL STRATEGIES

Know yourself by taking a personal skills inventory to Know yourself by taking a personal skills inventory to determine your strengths and weaknesses.determine your strengths and weaknesses.

Analyze career opportunitiesAnalyze career opportunities Establish Career goals – short term and long termEstablish Career goals – short term and long term Review: There should be a continual process of Review: There should be a continual process of

evaluating and modifying career goals and plans over evaluating and modifying career goals and plans over time.time.

Apr 10, 2023Apr 10, 2023 77

ORGANISATIONAL STRATEGIESORGANISATIONAL STRATEGIES

Improve Manpower Planning and Forecasting Improve Manpower Planning and Forecasting SystemsSystems

Improve Dissemination of Career Option Improve Dissemination of Career Option InformationInformation

Special Assignments and Job RotationSpecial Assignments and Job Rotation

Sabbaticals, Flexible Working HoursSabbaticals, Flexible Working Hours

Assessment Centre / Development CentreAssessment Centre / Development Centre

Apr 10, 2023Apr 10, 2023 88

Career AnchorCareer Anchor

what people want most out of a career There are 8 career anchors as defined

by Edger ScheinYou may combine a few of these

career anchors, but there should be one at the top of your list

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1. Autonomy/independence 1. Autonomy/independence

wanting to be self reliant - useful with wanting to be self reliant - useful with today's contracting out.today's contracting out.These people have a primary need to These people have a primary need to work under their own rules and work under their own rules and steam. They avoid standards and steam. They avoid standards and prefer to work aloneprefer to work alone

Apr 10, 2023Apr 10, 2023 1010

2. Security/stability 2. Security/stability

wanting to remain with one employer for wanting to remain with one employer for life - not so likely any more. life - not so likely any more.

Security-focused people seek Security-focused people seek stability and continuity as a primary stability and continuity as a primary factor of their lives. They avoid risks factor of their lives. They avoid risks and are generally 'lifers' in their job.and are generally 'lifers' in their job.

Apr 10, 2023Apr 10, 2023 1111

3. Technical/functional 3. Technical/functional competence competence

to identify with a professional discipline.to identify with a professional discipline. This kind of person likes being good at This kind of person likes being good at

something and will work to become a guru something and will work to become a guru or expert. They like to be challenged and or expert. They like to be challenged and then use their skill to meet the challenge, then use their skill to meet the challenge, doing the job properly and better than doing the job properly and better than almost anyone elsealmost anyone else

Apr 10, 2023Apr 10, 2023 1212

4. General management 4. General management

having a broad, overview, facilitating role, not a having a broad, overview, facilitating role, not a specialist.specialist.

Unlike technical/functional people, these Unlike technical/functional people, these folks want to be managers (and not just to folks want to be managers (and not just to get more money, although this may be get more money, although this may be used as a metric of success). They like used as a metric of success). They like problem-solving and dealing with other problem-solving and dealing with other people. They thrive on responsibility. To people. They thrive on responsibility. To be successful, they also need emotional be successful, they also need emotional competencecompetence

Apr 10, 2023Apr 10, 2023 1313

5. Entrepreneurial creativity 5. Entrepreneurial creativity

a premium wherever innovation drives a premium wherever innovation drives competitiveness competitiveness

These folks like to invent things, be creative and, These folks like to invent things, be creative and, most of all, to run their own businesses. They most of all, to run their own businesses. They differ from those who seek autonomy in that they differ from those who seek autonomy in that they will share the workload. They find ownership will share the workload. They find ownership very important. They easily get bored. Wealth, very important. They easily get bored. Wealth, for them, is a sign of success.for them, is a sign of success.

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6. Service 6. Service

dedication to worthwhile causes ranging from dedication to worthwhile causes ranging from the environment to poverty.the environment to poverty.Service-oriented people are driven by how Service-oriented people are driven by how they can help other people more than they can help other people more than using their talents (which may fall in other using their talents (which may fall in other areas). They may well work in public areas). They may well work in public services or in HR.services or in HR.

Apr 10, 2023Apr 10, 2023 1515

7. Pure challenge 7. Pure challenge

just solving difficult problems - no pattern just solving difficult problems - no pattern necessarynecessary

People driven by challenge seek constant People driven by challenge seek constant stimulation and difficult problems that they can stimulation and difficult problems that they can tackle. Such people will change jobs when the tackle. Such people will change jobs when the current one gets boring and their career can be current one gets boring and their career can be very variedvery varied

Apr 10, 2023Apr 10, 2023 1616

8. Life style 8. Life style

disinclination to sacrifice life style solely for disinclination to sacrifice life style solely for career advancement.career advancement.

Those who are focused first on lifestyle look at Those who are focused first on lifestyle look at their whole pattern of living. They not so much their whole pattern of living. They not so much balance work and life as integrate it. They may balance work and life as integrate it. They may even take long periods off work in which to even take long periods off work in which to indulge in passions such as sailing or travelingindulge in passions such as sailing or traveling

Apr 10, 2023Apr 10, 2023 1717

Career anchor as a toolCareer anchor as a tool

Further work required I am working Further work required I am working on it on it

RahulRahul

Apr 10, 2023Apr 10, 2023 1818

Career Stages – A simplified model Career Stages – A simplified model

Apr 10, 2023Apr 10, 2023 1919

Career Stages – A simplified Career Stages – A simplified modelmodel

Apr 10, 2023Apr 10, 2023 2020

When to switch organizationWhen to switch organization

Apr 10, 2023Apr 10, 2023 2121

How to switch organizationHow to switch organization

Individuals focusing Individuals focusing on themselveson themselves

Try to leave at your Try to leave at your convenience and not convenience and not the organization’sthe organization’s

Leave the org in good Leave the org in good termsterms

Don’t leave your Don’t leave your current job until current job until you’ve landed with you’ve landed with another oneanother one

Role of the organizationRole of the organization

Org should also think Org should also think and plan in terms of and plan in terms of shorter relationshipsshorter relationships

Given the mobility Given the mobility among workers, org among workers, org should spend time and should spend time and energy in job design and energy in job design and equipmentequipment

Apr 10, 2023Apr 10, 2023 2222

Dual Career LadderDual Career Ladder

CompatibilityCompatibility

Career Orientation

Present Job setting

A job is compatible with a career orientation when it involves job duties and assignments that the

employee finds interesting, when it requires abilities that the employee possesses and

values, and when it provides rewards that the employee finds

desirable.

Apr 10, 2023Apr 10, 2023 2323

Career lines Career lines

Senior level

Mid-Level

Developmental

Supervisory(Managerial)

Non- Supervisory(Technical)

EG 4EG 4

EG 3EG 3

EG 2EG 2

EG 1EG 1

TM 5TM 5

TM 4TM 4

TM 3TM 3

TM 2TM 2

TM 1TM 1

ST 2ST 2

ST 1ST 1

EG 4EG 4

EG 3EG 3

EG 2EG 2

EG 1EG 1

TM 5TM 5

TM 4TM 4

TM 3TM 3

TM 2TM 2

TM 1TM 1

ST 2ST 2

ST 1ST 1

Apr 10, 2023Apr 10, 2023 2424

Dual career path systemDual career path system

Recognizes the diversity of career Recognizes the diversity of career orientations and provides incentives orientations and provides incentives that are consistent with employees' that are consistent with employees' underlying career values.underlying career values.• Higher job satisfactionHigher job satisfaction• Stronger commitment towards organisationStronger commitment towards organisation• Lesser attritionLesser attrition

Apr 10, 2023Apr 10, 2023 2525

Dual Career ladder Dual Career ladder ImplicationsImplications

All persons are governed by same set of values All persons are governed by same set of values and goals is incorrectand goals is incorrect

Organizations need to understand diversity in Organizations need to understand diversity in employee populationemployee population

Supervisor have a role of career developerSupervisor have a role of career developer Coaching is important element of a manager’s Coaching is important element of a manager’s

jobjob Rewards may not be common across all groups Rewards may not be common across all groups

of employeesof employees

Apr 10, 2023Apr 10, 2023 2626

Dual Career LadderDual Career LadderBranching point:Branching point: A person chooses (or is chosen for) either the A person chooses (or is chosen for) either the

managerial ladder or the technical ladder. managerial ladder or the technical ladder. The titles are different in each ladder, but pay and The titles are different in each ladder, but pay and

perquisites sameperquisites same Managerial ladder extends into the executive ranks, Managerial ladder extends into the executive ranks,

while the technical ladder stops far short of this. while the technical ladder stops far short of this. Managerial ladder appear more desirable to ambitious young Managerial ladder appear more desirable to ambitious young

employees.employees.

Switch back and forth:Switch back and forth: Between the managerial and Between the managerial and technical ladders. technical ladders.

A good career strategy !A good career strategy !

But switching between ladders is difficult and not done by But switching between ladders is difficult and not done by very many employees. very many employees.

Eg TMLEg TML

Apr 10, 2023Apr 10, 2023 2727

Succession PlanningSuccession Planning

Why ?Why ?

The continued existence of an organization over time require a The continued existence of an organization over time require a

succession of persons to fill key position .succession of persons to fill key position .

When ?When ?

Identify and develop people to replace current incumbents in key Identify and develop people to replace current incumbents in key

position for a variety of reasons.position for a variety of reasons.

Superannuation: Superannuation: Employees retiring because they reach a certain Employees retiring because they reach a certain

age.age.

Resignation: Resignation: Employees leaving their current job to join a new jobEmployees leaving their current job to join a new job

Promotion: Promotion: Employees moving upward in the hierarchy of the Employees moving upward in the hierarchy of the

organization.organization.

Diversification: Diversification: Employees being redeployed to new activities.Employees being redeployed to new activities.

Creation of New Position: Creation of New Position: Employees getting placed in new Employees getting placed in new

positions at thepositions at the

same level.same level.

Apr 10, 2023Apr 10, 2023 2828

How ?

Within the organization :

Organizations should look inward to identify potential and make effort to groom people to higher and varied responsibilities.

Succession by people from within gives a shared feeling among employee that they can grow as the organization grows.

Outside the organization

When qualified and competent people are not available internally or when planning to launch a major expansion or diversification programmes requiring new ideas etc.., company’s may look outside the org.

Complete dependence on internal source may cause stagnation for the organization.

Succession planning is pro-active and future focused, and enables managers and supervisors to assess, evaluate, and develop a talent pool of individuals who are willing and able to fill positions when needed.

Apr 10, 2023Apr 10, 2023 2929

ThankYouThankYou