CAREER MANAGEMENT

Life & Career

WHAT IS CAREER?
A subset of Life not the other way round For some career obsessed people Life is a subset of Career- their lives end with their careers- literally and figuratively Life has its own processes nd dynamics and so has career- how do we harmonise them

LIFE CYCLE -ERIK ERIKSONS MODEL

Infancy- Trust vs. Mistrust Early Childhood (Toddler stag)- Autonomy vs. Shame & Doubt Pre-School Stage- Initiative vs. Guilt School Age- Competency vs. Inferiority Adolescence- Overcrystallised Identity vs. Flexible & Open Identity vs. Diffused Identity- laying the foundations of careerRebelliousness against Authorities already seeds sown during the pre-school stage

LIFE CYCLE (CONTD)

Early Adulthood- Intimacy vs. Isolation and Creativity vs. Imitation- the beginning of career What kind of career do I choose?- one being chosen by the masses? Livelihooddriven? One that is offbeat? Or remain career less? What kind of Life Partner do I choose? Chosen by parents? Self-Chosen? Chosen my opposite or echo? Or remain a bachelor?- implications for career

CAREER BEGINNING
How do I begin my career? With High Expectations & High Confidence With High Expectations & Low Confidence hoping for a godfather With Low Expectations & Low Confidence- seeking shelter in an organisation

LIFE & CAREER INTERTWINED

Marriage- the economic compulsions, demands of the spouse, aspirations, competition at the office How do I manage all these pushes and pulls? Where do I turn for resources? Towards Self or Others or Fate (Astrology)?

RESURGENCE OF AUTHORITY ISSUES

In this conflicted state the old conflict with authority resurges- active or passive fight with the bosses Resurgence of Sibling Rivalry- with colleagues envy & jealousy Ones energies seem to be getting diverted from nurturance of ones career Organisational Politics tends to eclipse all attemots at Career Planning by HR

CORPORATE CAREER PLANNING

Planning or Projections? Chalking a career path and promising its fulfillment or offering a career path or career alternatives with no promises- dilemmas for HR Individuals see always a promise behind a mere projection just as a child takes mothers stories to be true

HR DEPARTMENT
Adoption of a foolproof Appraiusal System preceded by an Objective Setting System & Culture Appropriate Management of the Reward System so as to defeat the regressive forces among the individuals Appropriate Skills in the HR Department

CAREER MANAGEMENT SKILLS IN HR

Applied Behavioural Sciences Skills Skills to set up mentoring processes Training themselves and other chosen mentors in mentoring skills Counseling Developing strategies for individuals to see the macro picture and not operate from a career obsession (Career Consciousness is different)

WHAT OTHER THINGS HR CAN DO?

Become a strategic partner of the Top and do dynamic HR Planning for the company in line with the Company Strategy Develop training programmes on Career Management Develop/hold programmes for personal growth Develop Job Rotation practices

WHAT THE INDIVIDUAL CAN DO?

Become a learner of a variety of knowledge & skills- take a try at functions other than ones own- thus becoming well rounded so that more career possibilities open up Develop oneself professionally Nurture ones marriage and children