wajidi maeryam

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Prepared by : Syeda Maryam Zaidi

Program : M.A.S

Teacher : Sir Abuzer Wajidi

Department : Public Administration

Date : 08 th June 2010

Subject : Research report

Faculty of Administrative Sciences

University of Karachi

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TABLE OF CONTENTS

S.No TOPICS

1. INTRODUCTION

2. STUDY OBJECTIVES

3. METHODOLOGY AND RESEARCH DESIGN

4. THE CAREER MANAGEMENT PROCSS

a. Objectives & goalsb. Career management stages

The exploration stage

The establishment stage

Mid- Career stage

Decline Stage

c. Career management largely an individual's responsibility

d. Challenge for HR - matching career aspirations withbusiness need

e. Career management value proposition for an organization

5. Questionnaire6. Recommendations

7. Conclusion

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INTRODUCTION

Career is defined by the Oxford English Dictionary as an individual's "course or progress

through life (or a distinct portion of life)". It is usually considered to pertain to

remunerative work (and sometimes also formal education ). The word career covers all

types of employment ranging from semi-skilled through skilled, and semi professional to

professional. In recent years, however, career now refers to changes or modifications in

employment during the foreseeable future

Career Management

Career Management is the combination of structured planning and the

active management choice of one's own professional career. It includes

1. Development of overall goals and objectives,

2. Development of a strategy (a general means to accomplish the selected

goals/objectives),

3. Development of the specific means (policies, rules, procedures and

activities) to implement the strategy, and

4. Systematic evaluation of the progress toward the achievement of the

selected goals/objectives to modify the strategy, if necessary.

The ongoing process whereby the employee obtains

Self-knowledge;

Knowledge of employment opportunities;

Develop career goals

Develop a strategy

Implement and experiment

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Career PlanningCareer planning is a subset of career management. Career planning applies the concepts

of Strategic planning and Marketing to taking charge of one's professional future.

The outcome of successful career management should include personal fulfillment,

work/life balance, goal achievement and financial assurity.

STUDY OBJECTIVES

To understand the career management process To find out the role of individual in career management & how an individual make

this process better.

To know the organizational role I the process of career management

Today with intense competition everywhere, coupled with economic changes, companies

are aggressively pursuing the strategies for downsizing, outsourcing, and synergy through

alliances. Pursuing strategies that result in loss of jobs is a distressing experience - both for

those who get the axe and the people who are still with the company. It is in context of thiscorporate reality that career management assume more significance

Methodology and Research Design

The study attempts to understand the organization & individual role in managing the career

stages through which an average individual passes. The research methodology, which I

have chosen, is deductive in which primary data collected by Questionnaire which is

composed have close ended and open ended questions & secondary data is collect by

means of net & libraries .

The Career Management process

The process begins with the goal setting then further stages making is shape.

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Goals/objectives Development

The career management process begins with setting goals/objectives. A relatively specific

goal must be formulated. This task may be quite difficult when the individual lacks

knowledge of career opportunities and/or is not fully aware of their talents and abilities.However, the entire career management process is based on the

Short term goals (one or two years) are usually much more specific and limited in

scope. Short terms goals are, of course, are easier to formulate.

Intermediate goals (3 to 5 years) tend to be less specific and more open ended than

short term goals. Long term goals are the most fluid of all. Lack of life experience

and knowledge about potential opportunities make the formulation of long term

goals difficult.

Making career choices and decisions

Managing the organizational career concerns the career management tasks of

individuals within the workplace , such as decision-making, life-stage transitions,

dealing with stress etc.

Taking control of one's personal development as employers take less

responsibility, employees need to take control of their own development in order to

maintain and enhance their employability.

Stages of career management

Career formation starts during school years and ends at the retirement age five career stages

regardless of occupation can be identified as,

The exploration stageThis stage ends for most individuals as they make transition from formal education

programs to work. The grueling pressure and competition have left youngsters

unprogrammed, exhausted, cynical, and chronically anxious about their future instead of

being most optimistic and hopeful. Educational psychologists tell us that they are seeing

record number of teenagers who are overwhelmed by the pressure and paralyzed by the

tremendous number of choices available to them

The establishment stage

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The period begins with the search for work and includes getting the first job, being

accepted by your peers, learning the job, and gaining the first tangible evidence of success

and failure in the real world. It begins with uncertainties and anxieties, feeling of

excitement and fear and is, indeed, dominated by two problems: finding a niche and

making your mark Although the specific causes of early career disappointments vary

from person to person, some general causes have been identified. Studies of the early

career problems of young managers typically find that those who experience frustrations

are victims of reality shock (Ivancevich, 2004). These young managers perceive a

mismatch between what they thought the organization was and what it actually is. Young

professionals enter an organization with technical knowledge but often without an

understanding of the organizations demands and expectations one reason for this could be

that the new recruits are not provided with realistic job preview during the recruiting process. A realistic job preview provides the prospective employee with pertinent

information about the job without exaggeration.

Organization role during this period could be in the area of socializing, orienting and

mentoring of new recruits. When we talk about socializing, and developing employees,

referring to a process of helping new employees adapt to their new organization, to get

them to become fully productive, thus helping them to develop their self-efficacy level.

However in this stage individuals have yet to reach their peak productivity.

The organizations role here would be to provide an array of services, like career guidance

and training .Training involves change of skills, knowledge, attitudes or behavior to help

individuals to improve their ability to perform the job effectively and efficiently. Training

thus helps them to reduce the stress that arises due to personal inadequacy.

Mid- Career stage

This is a period when individuals continue their performance, or level off, or begin to

deteriorate. The mid level executive experiences certain pressures,

Haider & Supriya 187 which is unique because of the position he occupies in the

organization

The growing managers display a high need for self-actualization. They seek opportunities

enabling them to use their skills and knowledge to reach their creative potential.

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A study of Indian Industries by Nanjanath et. al. (1980) has found that, of all the factors

contributing to managerial effectiveness, the individual qualities of the managers top the

list. The third option for mid-career deals with the employee whose performance begins to

deteriorate. This stage for this kind of employee is characterized by loss of both interest

and productivity at work Loss of productivity and managerial effectiveness has been

reported to be a function of personal and environmental factors. Organizational roles play

an important part in increasing the individuals effectiveness in an organization. Increased

decision-making enhances the meaningfulness; employees find in work and provide them

greater sense of autonomy, responsibility, certainty, control and ownership. Continued

growth and high performance are not the only successful outcomes at this stage.

Maintenance is another possible outcome of the mid-career stage. The organizational role

here would be providing sensitivity training exercises, by getting survey feedback fromemployees to identify discrepancies if any, or simply moving them to another position in

the organization. This can work to boost morale and productivity.

Decline Stage

The decline or late stage in ones career is difficult for just about everyone, but, ironically,

is probably hardest on those who have had continued successes in the earlier stages. After

decades of continued achievements and high level of performance, the time has come for

retirement. These individual step out of the limelight and relinquish a major component of their identity. Educational workshops and seminars and counseling sessions are an

invaluable way to help the pre-retirement persons make the transition from work to

retirement.

Organizational efforts must include programs to facilitate pursuing careers financial

planning, promotion of individual retirement programs and a comprehensive educational

programs Back (1969) has suggested that the more the retirement is looked upon as a

change to new status, the better the transition will be accomplished.

Career management largely an individual's

responsibility

If on one hand competition and cost economics are spreading insecurity in jobs and on the

other hand competition and evolution of new industries which were nonexistent a couple of

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decades ago are opening a plethora of opportunities for the individuals to choose from.

New opportunities and accompanying threats make the job markets extremely

unpredictable. In such an uncertain environment, it is ultimately the responsibility of the

individual to decide and make choices to pursue a desired career. Personal ambitions

coupled with emerging business trends are increasingly shaping the career choice of the

people. An organization can at best support an individuals aspirations if in line with its

business goals. With this view of careers in todays environment, an individual needs to

change the way jobs have traditionally been looked at. A job is not merely a means of

earning money, it must be viewed by the individuals as an opportunity for learning, so that

when you are doing a job to fulfill you responsibility for the company, you are also

strengthening your skills required to develop your career.

Career management thus is primarily an individual responsibility. It is a life long processfor an individual, where he continuously learns about his purpose, personality, skills and

interests.

An individual must continuously review learning from his assignments and try to develop

alternate perspectives of the job, which helps in enriching ones' experience. Also a periodic

relook at the job and the company along with the opportunities available outside will

definitely help an individual in giving boost to his career advancement. Finally, one must

take some time at some important milestones to assess his progress against the long term

goals a review gives an opportunity for the individual to refine clarity on long term goals,

which in turn will affect his further course of action.

Following points will be of immense help for an individual:

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Taking a long term view of where one wants to be

Accept short term trade offs for long term benefits (low pay offer or some lateral

move, which are vital for career development and contact building)

Judicious decision between specialized jobs and isolated jobs

Building the right connections - both inside and outside the firm

Assess oneself honestly

Keep abreast of changes and capture first mover advantage

Plan your exit (timing, convenience and dignity)

Challenge for HR matching career aspirations with

business needs

Employee loyalty to the company is higher when the job fulfills intrinsic needs and

personal goals of the employees. By assisting an individual in planning his career and

providing opportunities for career development, an organization can ensure higher loyalty

and productivity from employees. Challenge for HR professional is to match and support

A Career Management Model A Career Management Model

Information, opportunities and support from .

Need to make decision

Career explorationCareer exploration

Career appraisalCareer appraisal

Progress towardsgoal

Progress towardsgoal

Awareness of self and environment

Awareness of self and environment

Feedback:Work/non-work

Feedback:Work/non-work

StrategyImplementation

StrategyImplementation

Goal settingGoal setting

StrategyDevelopment

StrategyDevelopment

Educational, family, work, and social institutions

Source: Exhibit from Career Management, third edition, by Jeffrey H Greenhaus, Gerard A Callanan and Veronica M Godshalk.Copyright 1997, 2001 by Harcourt College Publishers, Reproduced by permission of publisher

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career expectation of performers with organizational requirements. Though, managing

one's career lies with the individual, thrust of HR must be on designing great careers from

the jobs to attract and retain the best of the talent to such an extent that people find

themselves in the "right job" Few of the ways in which this can be done is shown below:

Mentoring is one way by which organizations create context for directing careers of

youngsters

Enriching the jobs - Encourage people to continuously redesign the work

procedures

Job rotations in line with individual capability and company requirements

Providing organization wide, team based and individual learning opportunities

designing the career path of capable and performing individuals Design developmental programmes

Though an organization and an individual have distinct roles to play in the process of

career management, but HR can add value at each step of the individual efforts in career

progression. Also individuals must use the HR interventions as an opportunity for giving

shape to their career plans.

Individual and organizational role in career management

Key Aspect Individual role HR Role

Goal setting (by an

individual)

Developing and

gaining clarity on long

term goal

Managing the expectations realistically:

clarifying possibilities of knowledge based and

hierarchical based goals

Action planning(by

an individual)

Planning w.r.t. type

and duration of jobs to

be taken up,

companies or industry

to be targeted, and

other developmental

Support individual plan through movement along

the career path:

Job rotations , advancements, problem solving

assignments etc.

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needs

Mentoring &coaching (by the org.)

Learn from the

experience and

insights of mentors /

coaches

establish life long

relationships

Align individuals to the company values

provide informal guidance about building career

within the organization

Assessment (by

individual & org)

Learn about present

profile and gaps that

need to be fulfilled in

the long run

assess values synchronization, performance,

potential and likely career path

Development (by the

individual & org.)

Attaining additional

educational

qualification,

obtaining external

certifications as

authentication of skills

possessed

Honest performance appraisals, identifying

individual developmental needs and fulfilling the

same, providing opportunity to implement learning

for organizational benefit

Challenging work

(by the org.)

Focus on de-

bottlenecking

processes, thus

keeping the element of

"challenge in the

work" alive

opportunity to participate in various task forces to

solve real time business problems

exposure to new business improvement tools

Career management value proposition for an

organization

Career management for an organization starts with managing and directing the career

expectation of the employees realistically. Considering individual goals, performance and

potential, HR must chart out the career path of the employees in such a way that these

efforts of career planning and development culminate into succession planning at highest

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levels in the organization. This will not only ensure smooth transfer of charge at the top

without major cultural upheavals but also in enriching organizational talent pool and

strengthening leadership bench .

CAREER CONCEPTDESCRIPTION

CAREER

MANAGEMENT

The ongoing process whereby the employee obtains

(1) Self-knowledge;(2) knowledge of employment

opportunities; (3) develop career goals;(4) develop a

strategy; (5) implement and experiment (6) obtain

feedback on the effectiveness of the strategy and the

relevance of the goals.

CAREER PLANNING

Process by which individuals obtain knowledge

about themselves (their values, personality,

preferences, interests, abilities), information about

employment opportunities, formulate goals and

develop a plan for reaching those goals.

CAREER

DEVELOPMENT

The ongoing process by which individuals progress

through a series of stages, each of which is

characterized by a relatively unique set of issues,

themes or tasks.

CAREER PATHS

Objective descriptions of sequential work

experiences, as opposed to subjective, personal

feelings about career progress, personal

development or satisfaction.

CAREER SELF-

MANAGEMENT

The ability to keep pace with the speed at which

change occurs within the organization and the

industry and to prepare for the future through

continuous learning and career planning efforts.

QuestionnaireNames Age

1. Status

Employed ______ Part time employed ________ Unemployed __________

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Student ____________

2. Education

High school graduate Graduate Post graduate

Other

3. Would you be willing to go back to school to develop your career?

Yes no

4. What is your ideal working environment ?

1. I. Organized, calm and serene2. ii. Work best in chaos3. iii. Interesting

5. Have you ever been promoted ?

Yes no

6. What achievements have you made in your career?

7. Would you consider a career change ?

8. Does your organization help you to develop you career?

If yes explain how?

9. Career managements is responsibility of

Individual

Organization

Only for executive

10. Do employees actively take part in the process of career management ?

Strongly agree

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Agree

Disagree

Strongly disagree

Recommendation & Findings

From above discuss & findings I am able to say that by providing proper direction and

development, career progression of individuals can be planned within the

organization, where not only the individual achieves a sense of personal

fulfillment but also future requirements of critical positions in the

organization are taken care of.

Conclusions

Career management provides a great opportunity for an organization to arrive at

congruence of aspiration and interests of high performing individuals with current and

future business needs. By providing proper direction and development, career progression

of these individuals can be planned within the organization, where not only the individual

achieves a sense of personal fulfillment but also future requirements of critical positions in

the organization are taken care of References

Oxford English Dictionary

Wikipedia

Sutherland, V.J. and Cooper, C.L. 2000, Strategic Stress Management, An

Organizational Approach, London: Macmillan.

Career change (Ibarra 2003 ) (Strenger 2008 )

(Ivancevich, 2003)Haider & Supriya 189 careers financial planning

(French & Caplan, 1982)

(McLean, 1964 as cited in Chauhan, 2002)

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