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Human Resource Management,
Arab World Edition
Gary Dessler, Akram Al Ariss
Chapter 10: Managing Careers
Lecturer:
2
© Pearson Education 2012
After studying this chapter, you should be able
to:
1. Compare traditional- versus career planning-oriented HR
focuses of employers.
2. Explain the roles of employees, managers, and employers
in career development.
3. Describe the issues to consider when making promotion
decisions.
4. Describe the methods for enhancing diversity through
career management.
5. Explain how career development can foster employee
commitment.
3
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The Basics of Career Management
Career
Management
Career
Development
Employees’
Careers
Career
Planning
4
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TABLE 10-1 Traditional Versus Career Development Focus
5
HR Activity
Traditional Focus
Career Development Focus
Human resource
planning
Analyzes jobs, skills, tasks –
present and future; projects
needs; uses statistical data
Adds information about
individual interests,
preferences, etc. to
replacement plans
Recruiting and
placement
Matching organization’s needs
with qualified individuals
Matches individual and jobs
based on variables including
employees’ career interests and
aptitudes
Training and
development
Provides opportunities for
learning skills, information, and
attitudes related to job
Provides career path
information; adds individual
development plans
Performance
appraisal
Rating and/or rewards
Adds development plans and
individual goal setting
Compensation
and benefits
Rewards for time, productivity,
talent, and so on
Adds tuition reimbursement
plans; compensation for nonjob-related activities such as
travels for expatriate workforce
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FIGURE 10-1
Employee
Career
Development
Plan
6
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BOX 10-1 Roles in Career Development
Individual
• Accept responsibility for your own career.
• Assess your interests, skills, and values.
• Seek out career information and resources.
• Establish goals and career plans.
• Utilize development opportunities.
• Talk with your manager about your career.
• Follow through on realistic career plans.
Manager
• Provide timely and accurate
performance feedback.
• Provide developmental assignments and
support.
• Participate in career development
discussions with subordinates.
• Support employee development plans.
Employer
• Communicate mission, policies, and procedures.
• Provide training and development opportunities, including workshops.
• Provide career information and career programs.
• Offer a variety of career paths.
• Provide career-oriented performance feedback.
• Provide mentoring opportunities to support growth and self-direction.
• Provide employees with individual development plans.
• Provide academic learning assistance programs.
7
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Choosing a Mentor
8
•
Choose an appropriate potential mentor.
•
Don’t be surprised if you are turned down.
•
Be sure that the mentor understands what you expect in
terms of time and advice.
•
Have an agenda.
•
Respect the mentor’s time.
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FIGURE 10-2 One Possible Career Path at NBK Capital
9
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The Employer’s Role in Career Development
Realistic Job
Previews
Networking and
Interactions
Challenging
First Jobs
Employer’s
Role
Career-Oriented
Appraisals
Mentoring
Job
Rotation
10 © Pearson Education 2012
BOX 10-2 Possible Employer Career Planning and Development Practices
Job postings
Written individual career plans
Formal education/tuition reimbursement
Career workshops
Performance appraisal for career planning
Assessment center
Counseling by manager
Upward appraisal
Lateral moves/job rotations
Appraisal committees
Counseling by HR
Training programs for managers
Pre-retirement programs
Orientation/induction programs
Succession planning
Special needs (high-fliers)
Formal mentoring
Special needs (dual-career
couples)
Common career paths
Dual ladder career paths
Career booklets/pamphlets
11 © Pearson Education 2012
Diversity management
Expatriation/repatriation
Innovative Corporate Career Development
Initiatives
1. Provide each employee with an individual budget.
2. Offer on-site or online career centers.
3. Encourage role reversal.
4. Establish a ‘corporate campus’.
5. Help organize ‘career success teams’.
6. Provide career coaches.
7. Provide career planning workshops.
12 © Pearson Education 2012
FIGURE 10-3
Sample Agenda:
Two-Day Career
Planning Workshop
13 © Pearson Education 2012
Managing Promotions and Transfers
Making Promotion
Decisions
Decision 1:
Decision 2:
Decision 3:
Decision 4:
Is Seniority or
Competence
the Rule?
How Should
We Measure
Competence?
Is the Process
Formal or
Informal?
Vertical,
Horizontal, or
Other?
14 © Pearson Education 2012
Handling Transfers
•
Employees’ reasons for desiring transfers
- Personal enrichment and growth
- More interesting jobs
- Greater convenience (better hours, location)
- Greater advancement possibilities
•
Employers’ reasons for transferring employees
- To vacate a position where an employee is no longer
needed
- To fill a position where an employee is needed
- To find a better fit for an employee within the firm
- To boost productivity by consolidating positions
15 © Pearson Education 2012
Enhancing Diversity Through Career
Management
•
Sources of bias and discrimination
-
Ethnic minorities in Arab countries may make less career
progression.
-
There continues to be bias and other subtle barriers.
-
There is a lack of ethnic minorities in the hiring
department.
-
Women must still make the ‘career versus family’ decision.
-
Only in some jobs/sectors women can enjoy flexible
schedules.
16 © Pearson Education 2012
Taking Steps to Enhance Diversity: Women’s
and Minorities’ Prospects
Take Their Career
Interests
Seriously
Institute Flexible
Schedules and
Career Tracks
17 © Pearson Education 2012
Eliminate
Institutional
Barriers
Career Management and Employee
Commitment
Comparing Yesterday’s and Today’s
Employee–Employer Contract
Old Contract:
“Do your best and be loyal to us,
and we’ll take care of your career.”
18 © Pearson Education 2012
New Contract:
“Do your best for us and be loyal
to us for as long as you’re here,
and we’ll provide you with the
developmental opportunities you’ll
need to move on and have a
successful career.”
Career Management and Employee
Commitment (cont)
CommitmentOriented Career
Development Efforts
Career
Development
Programs
19 © Pearson Education 2012
CareerOriented
Appraisals
FIGURE 10-4
Sample
Performance
Review
Development
Plan
20 © Pearson Education 2012
Attracting and Retaining Older Workers
Create a Culture that
Honors Experience
HR Practices
for Older
Workers
Offer Flexible Work
Offer Part-Time Work
21 © Pearson Education 2012
FIGURE 10-5 HR Scorecard for KAMCO: Managing Careers
22 © Pearson Education 2012
FIGURE 10-A1 Choosing an Occupational Orientation
23 © Pearson Education 2012
Identify Your Career Stage
•
Growth Stage
•
Exploration Stage
•
Establishment Stage
- Trial substage
- Stabilization substage
- Midcareer crisis substage
•
Maintenance Stage
•
Decline Stage
24 © Pearson Education 2012
TABLE 10-A1 Examples of Some Occupations That May Typify Each
Occupational Theme
Realistic
Investigative
Artistic
Social
Enterprising
Conventional
Managerial
occupations:
Engineers
Physicians
Advertising
executives
Auto sales
dealers
Military officers
Accountants
Carpenters
Psychologists
Public relations
executives
School
administrators
Chamber of
Commerce
executives
Bankers
Investment
managers
Credit
managers
Research and
development
managers
Lawyers
25 © Pearson Education 2012
FIGURE 10-A2 Career Clusters Quiz (Part 1)
26 © Pearson Education 2012
FIGURE 10-A2 Career Clusters Quiz (Part 1) (cont)
27 © Pearson Education 2012
TABLE 10-A2 Career Clusters Quiz (Part 2)
Career Cluster
Cluster Description
Focus Areas
Sample Jobs
Food Products and Processing
Systems
Plant Systems
Animal Systems
Power, Structural, and
Technical Systems
Natural Resource Systems
Environmental Science Systems
Agribusiness Systems
Aquaculturalist; Botanist;
Ecologist; Environmental
Compliance-Assurance
Manager; Farmer/Rancher; Fish
and Game Officer; Recycling
Technician; Veterinarian;
Wildlife Manager
1. Agriculture, Food,
and Natural Resources
The production, processing,
marketing, distribution,
financing, and development
of agricultural commodities
and resources, including
food, fiber, wood products,
natural resources,
horticulture, and other
plant/animal products and
resources.
2. Architecture and
Construction
Careers in designing,
planning, managing,
building, and maintaining
the built environment.
Design/Pre-Construction
Construction
Maintenance/Operations
Architect; Carpenter; Civil
Engineer; Demolition Engineer;
Drywall Installer; Electrician;
Interior Designer; Painter;
Plumber; Roofer; Sheet and
Metal Worker
3. Finance
Services for financial and
investment planning,
banking, insurance, and
business financial
management.
Securities and Investments
Business and Finance
Banking Services
Insurance
Accounting
Accountant; Bill and Account
Collector; Controller; Debt
Counselor; Economist; Financial
Planner; Loan Officer; Tax
Examiner; Underwriter
4. Information
Technology
Network Systems
Design, development,
Information Support and
support, and management of Services
hardware, software,
Programming and Software
multimedia, and systems
Development
integration services.
Web and Digital
Communications
28 © Pearson Education 2012
Animator; Database
Administrator; Data Systems
Designer; Game Developer;
Media Specialist; Network
Administrator; Programmer;
Security Specialist; Web
Designer
TABLE 10-A2 Career Clusters Quiz (Part 2) (cont)
Career Cluster
Cluster Description
5. Manufacturing
The processing of materials
into intermediate or final
products and related
professional and technical
support activities, such as
production planning and
control, maintenance and
manufacturing/process
engineering.
6. Marketing
Researching and identifying
customer needs and
preferences, planning and
implementing customer
outreach, preparing
materials to support sales
activities.
7. Transportation,
Distribution, and
Logistics
Planning, management, and
movement of people,
materials, and goods by
road, pipeline, air, rail, and
water; and related
professional and technical
support services, such as
transportation infrastructure
planning and management,
logistics services, mobile
equipment, and facility
maintenance.
29 © Pearson Education 2012
Focus Areas
Sample Jobs
Production
Manufacturing Production
Process Development
Maintenance, Installation and
Repair
Quality Assurance
Logistics and Inventory Control
Health, Safety, and
Environmental Assurance
Assembler; Boilermaker; Design
Engineer; Environmental
Engineer; Freight, Stock, and
Material Mover; Industrial
Machinery Mechanic;
Manufacturing Technician;
Pattern and Model Maker;
Production Manager; Tool and
Diemaker; Welder
Marketing Management
Professional Sales
Merchandising
Marketing Communication
Marketing Research
Transportation Operations
Logistics Planning and
Management Services
Warehousing and Distribution
Center Operations
Facility and Mobile Equipment
Maintenance
Transportation
System/Infrastructure
Planning, Management, and
Regulation
Health, Safety, and
Environmental Management
Sales and Service
Copywriter; E-Commerce
Director; Field Marketing Rep;
Interactive Media Specialist;
Inventory Manager;
Merchandise Buyer; Public
Relations Manager; Sales
Executive; Telemarketer;
Webmaster
Airplane Pilot; Air Traffic
Controller; Cargo and Freight
Agent; Customs Inspector;
Facility Engineer; International
Logistics Specialist; Locomotive
Engineer; Port Manager; Safety
Analyst; Urban and Regional
Planner; Warehouse Manager
Identify Your Career Anchors
Technical/
Functional
Competence
Security
Autonomy and
Independence
30 © Pearson Education 2012
Managerial
Competence
Creativity
FIGURE 10-A3 Online Job Search Site
31 © Pearson Education 2012
Finding the Right Job
•
Do your own local research
•
Online job boards
•
Personal contacts
•
Answering advertisements
•
Employment agencies
•
Executive recruiters
•
Career counselors
•
Employers’ websites
32 © Pearson Education 2012
Writing Your Résumé
•
Introductory information
•
Job objective
•
Job scope
•
Your accomplishments
•
Length
•
Personal data
•
Make your résumé scannable
33 © Pearson Education 2012
FIGURE 10-A4
Example of a
Good Résumé
34 © Pearson Education 2012
Online Bios
•
Fill it with details
•
Avoid touchy subjects
•
Look the part
•
Make it search-friendly
•
Use abbreviations
•
Say it with numbers
•
Proofread
35 © Pearson Education 2012
Handling the Interview
•
Prepare, prepare, prepare
•
Uncover the interviewer’s needs
•
Relate yourself to the person’s needs
•
Think before answering
•
Make a good appearance and show enthusiasm
36 © Pearson Education 2012
Key Terms
career
growth stage
career anchor
maintenance stage
career cycle
mentoring
career development
midcareer crisis substage
career management
promotion
career planning
reality shock
decline stage
retirement
establishment stage
stabilization substage
exploration stage
trial substage
job rotation
transfer
37 © Pearson Education 2012