Human Resource Management - Chapter 10 pdf

© 2008 Prentice Hall, Inc.
© 2008 Prentice Hall, Inc.
All rights reserved.
All rights reserved.
PowerPoint Presentation by Charlie Cook
PowerPoint Presentation by Charlie Cook
The University of West Alabama
The University of West Alabama
1
Human Resource
Human Resource
Management
Management
ELEVENTH EDITION
ELEVENTH EDITION
G A R Y D E S S L E R
G A R Y D E S S L E R
Managing Careers
Managing Careers
Chapter
Chapter
10
10
Part 3 | Training and Development
Part 3 | Training and Development
© 2008 Prentice Hall, Inc. All
rights reserved.
10–2
After studying this chapter, you should be able to:
1.
1.

Compare employers’ traditional and career planning-
Compare employers’ traditional and career planning-
oriented HR focuses.
oriented HR focuses.
2.
2.
Explain the employee’s, manager’s, and employer’s
Explain the employee’s, manager’s, and employer’s
career development roles.
career development roles.
3.
3.
Describe the issues to consider when making
Describe the issues to consider when making
promotion decisions.
promotion decisions.
4.
4.
Describe the methods for enhancing diversity through
Describe the methods for enhancing diversity through
career management.
career management.
5.
5.
Answer the question: How can career development
Answer the question: How can career development
foster employee commitment?
foster employee commitment?
© 2008 Prentice Hall, Inc. All
rights reserved.

10–3
The Basics Of Career Management
The Basics Of Career Management
Career
Management
Career
Planning
Career
Development
Employees’
Careers
© 2008 Prentice Hall, Inc. All
rights reserved.
10–4
The Employer’s Role in
The Employer’s Role in
Career Development
Career Development
Realistic Job
Previews
Challenging
First Jobs
Networking and
Interactions
Mentoring
Career-Oriented
Appraisals
Job
Rotation
Employer’s

Role
© 2008 Prentice Hall, Inc. All
rights reserved.
10–5
Managing Promotions and Transfers
Managing Promotions and Transfers
Decision 1:
Is Seniority or
Competence
the Rule?
Decision 4:
Vertical,
Horizontal, or
Other?
Decision 2:
How Should
We Measure
Competence?
Decision 3:
Is the Process
Formal or
Informal?
Making Promotion
Decisions
© 2008 Prentice Hall, Inc. All
rights reserved.
10–6
Taking Steps to Enhance Diversity:
Taking Steps to Enhance Diversity:
Women’s and Minorities’ Prospects

Women’s and Minorities’ Prospects
Take Their
Career Interests
Seriously
Eliminate
Institutional
Barriers
Eliminate the
Glass Ceiling
Improve
Networking and
Mentoring
Institute Flexible
Schedules and
Career Tracks
© 2008 Prentice Hall, Inc. All
rights reserved.
10–7
Career Management and
Career Management and
Employee Commitment
Employee Commitment
Old Contract:
“Do your best and be loyal to us,
and we’ll take care of your career.”
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.”
Comparing Yesterday’s and Today’s
Employee-Employer Contract
© 2008 Prentice Hall, Inc. All
rights reserved.
10–8
Career Management and
Career Management and
Employee Commitment (cont’d)
Employee Commitment (cont’d)
Career
Development
Programs
Career-
Oriented
Appraisals
Commitment-
oriented career
development efforts
© 2008 Prentice Hall, Inc. All
rights reserved.
10–9
Career Management and
Career Management and
Employee Commitment (cont’d)
Employee Commitment (cont’d)
Career
Development
Programs

Career-
Oriented
Appraisals
Commitment-
Oriented
Career
Development
Efforts
© 2008 Prentice Hall, Inc. All
rights reserved.
10–10
Attracting and Retaining Older Workers
Attracting and Retaining Older Workers
Create a Culture that
Honors Experience
Offer Flexible Work
Offer Part-Time Work
HR Practices
for Older
Workers
© 2008 Prentice Hall, Inc. All
rights reserved.
10–11
K E Y T E R M S
career
career
career management
career management
career development
career development

career planning
career planning
career planning and development
career planning and development
reality shock
reality shock
job rotation
job rotation
mentoring
mentoring
promotions
promotions
transfers
transfers
retirement
retirement
preretirement counseling
preretirement counseling
career cycle
career cycle
growth stage
growth stage
exploration stage
exploration stage
establishment stage
establishment stage
trial substage
trial substage
stabilization substage
stabilization substage

midcareer crisis substage
midcareer crisis substage
maintenance stage
maintenance stage
decline stage
decline stage
career anchors
career anchors
© 2008 Prentice Hall, Inc.
© 2008 Prentice Hall, Inc.
All rights reserved.
All rights reserved.
PowerPoint Presentation by Charlie Cook
PowerPoint Presentation by Charlie Cook
The University of West Alabama
The University of West Alabama
1
Human Resource
Human Resource
Management
Management
ELEVENTH EDITION
ELEVENTH EDITION
G A R Y D E S S L E R
G A R Y D E S S L E R
Managing Careers
Managing Careers
Chapter 10
Chapter 10
Appendix

Appendix
Part 3 | Training and Development
Part 3 | Training and Development
© 2008 Prentice Hall, Inc. All
rights reserved.
10–13
Identify Your Career Anchors
Identify Your Career Anchors
Technical/
Functional
Competence
Managerial
Competence
Autonomy and
Independence
Creativity
Security