A REPORT ON Human resource management interventions: career planning and development, workforce diversity, and employee stress and wellness. A Report submitted in partial fulfillment of the requirement of MBA program of IIPM, NEW DELHI. Under the Sincere Guidance Of SUBHASH GUPTA BY T V SAMRAT GUPTA SEC- SF4 Roll no: 58 ISBE-A/SS (2010-12) Contents INTRODUCTION 3 CARRIER PLANNING AND DEVELOPMENT INTERVENTIONS 3 CAREER STAGES 4 CAREER PLANNING 6 CAREER DEVELOPMENT 8 CARRIER DEVELOPMENT INTERVENTIONS 9 ROLE AND STRUCTURE INTERVENTION 11 Individual employee development 12 Individual employee development 13 PERFORMANCE FEEDBACK AND COACHING 13 Workforce diversity interventions 14 A GENERAL FRAMEWORK FOR MANAGING …show more content…
CAREER STAGES A career consists of a sequence of work related positions occupied by a person during the course of a lifetime. There are four stages in a carrier:- 1. The establishment age (ages 21-26). This phase is the outset of a career when people are generally uncertain about their competence and potential. They are dependent on others, especially bosses and more experienced employees, for guidance ,support and feedback .At this stage people are making initial choices about committing themselves to a specific career , organization and jobs. They are exploring possibilities while learning their own capabilities. 2. THE ADVANCEMENT STAGE(26-4O). During this phase, employees became independent contributors who are concerned with achieving and advancing their chosen career. They have typically learned to perform autonomously and need less guidance from bosses and closer ties with colleagues. This setting down period also is characterized by attempts to clarify the range of long term career option. 3. THE MAINTAINANCE STAGE (AGES 40-60) . This phase involves leveling off and holding on to carrier success. Many people at this stage have achieved their greatest advancements and are now concerned with helping less experienced subordinates. For those who are dissatisfied with their career progress, this period can be conflictual and depressing , as
|reach the final stage they have obtained the knowledge and experience to become a supervisor themselves and take responsibility for their own future |
In the passages “The Surgeon as Priest” by Richard Selzer and “Traveling Bra Salesman’s Lesson” by Claudia O’Keefe reflects upon how jobs or careers are being performed. A career shows advancement over time. Though a job is where there is usually no success and no stableness. There are many elements that distinguish a career and a job.
Others want a sense of importance throughout the day or gain through service of the people in this world some want to make a difference in life. The progress and actions taken by a person throughout a lifetime, especially those related to that person's occupations. A career is often composed of the jobs held, titles earned and work accomplished over a long period of time, rather than just referring to one position. While employees in some cultures and economies stay with one job during their career, there is an increasing trend to employees changing jobs more frequently. For example, an individual's career could involve being a doctor, and he provides service to the sick. He is than able to have financial stability for his family and self.
The definition of job is, a post of employment; full time or part time position. The definition of career is, an occupation or profession, especially one requiring special training, followed as one’s lifework. A career is a certain field of work that a person can progress to higher ranks. A person should enjoy a career he or she pursues because the occupation will be long term. A job is not considered long term, so the occupation does not to be enjoyed. A career also requires special training. A career should include receiving a bachelor’s degree, associate’s degree, an apprenticeship, or an internship to learn the in's and outs. There is a large difference between a career and a job in terms of employment.
could be held, based on an analysis of what people actually do in an organization.
According to Career vision (2004), “Career management is the lifelong process of investing resources to achieve your career goals. Career management is not a singular event but a
continue until morale improves” management style. UPS use to have something called MBO’s which was “management by objectives” but the joke was that it was really MBI, “management by intimidation”. As I moved toward the end of my exploration stage I realized I had to make a career decision/change. Although I very much enjoyed the high pressure atmosphere and the thrill of success I knew that I didn’t respond well to that sort of management style as it was very draining for me and started having a negative effect.
This autobiography will present events, people, and experiences that have been integral to my career development. My life will be outlined starting from early childhood and leading up to present day. Each stage of my life will discuss examples that explain how I got to where I am today. Career development theories will then be related to my life experiences.
There comes a time in life where individuals have to leave school to join the world of work whereby they will work their way up to the top. This is where career development comes into place. Career development is defined as progress through various stages in a career (Schreuder & Coetzee,2011). These are stages one goes through in order to mature in a career and for development to even exist, one has to start with making a career choice then developing it .A career choice can be defined as the relation between people’s personality types and their different occupational environment in which they work in.
For me a Career is a livelihood profession carried out for a significant period of a person's life and with opportunities for progress. A career is often composed of the jobs held, titles earned and work accomplished over a long period of time, rather than just referring to one position. It’s difficult to find a good career in which you can excel and move up for example, becoming a principal from a teacher, air force officer from a pilot ant etc.
There are several observed relationships between the five core job dimensions and age, tenure, and Core Self-Evaluation. Skill variety is the degree to which a job requires different activities, skill sets, and talent. According to the survey, with the average age being 37 one can presume someone at this age could have changed jobs two or three times in their career. A 37 year old would be included within the Generation X demographic and therefore is predicted to change jobs multiple times throughout their career. Someone that has had multiple jobs would be obtaining new skills and abilities and would also be gaining experience dealing with differing personality types within the workplace. At this age someone could be more confident in who
After 40, many people begin to look at life differently which they often begin to feel that life really is too short to be stuck in a dead-end or unsatisfying job. In this middle age situation, it is a time in which adults take on new responsibilities at the workplace and therefore, people of this age often feel a need to reappraise previous life structures with an
In 1980, Donald Super introduced a theory that described career development in terms of life stages and life roles. Super was one of the first theorists to discuss the constantly evolving nature of career development, and the importance of finding a balance between career and personal life. Super’s developmental model emphasized how personal experiences interact with occupational preferences in creating one’s self-concept. Super discussed how each of us progress through various life and career development stages, including growth, exploration, establishment, maintenance, and disengagement. He also discussed that each of us take on different roles as we go through life, such as a child, student, leisurite, citizen, worker, parent, and spouse. Each of these roles has an impact on our personal and professional development, and on our work/life balance. Finally, his “archway” of career determinants detailed how both personality characteristics (intelligence, needs, values) and societal characteristics (labor market, school, family) influence our career choices and have a major impact on our career development.
Career progression is the aim for most workers, but career development is not something most of us think regularly. But without proper understanding of what we want from our career and how we can achieve our goals quicker, we can quickly end up dissatisfied with our jobs.
According to Erikson (1980), I am in the Adulthood stage (ages 40-65). My priorities have definitely shifted to raising my son and caring for my elderly parents. Being in this stage has given me a sense of caring outside of myself and considering how I can be of service to others. Maturity is a good way to define this stage. My professional life however I feel like I have a mix of the Extending and Maturing stages. I have been in this field for over 40 years. My experiences as a teacher and a coach has helped me gain confidence in myself, allows me to be sensitive to other people’s situations, and acquired skills to do my job effectively. I feel I not only recognize my strengths and challenges but I can identify the strengths of those I work with. This was not always the case. I can remember a time when I was newly hired as a lead teacher and I would misinterpret or misread a situation without truly getting to know the teacher’s perspective. I know appreciate and meet teachers where they are at in their professional and personal development stage. This has been most beneficial as I coach others in the