CAREER PATH DEVELOPMENT

Presented by : DIVINA GRACE U. SIANG

CAREER PATH
- is a sequence of job positions involving similar types of work and skills that employees move through in the company (Noe.2008).
Human Resource Management.Milkovich. 1994

objective description of sequential work experiences as opposed to subjective individual feelings about career progress, personal development, status, or satisfaction. Resource Planning.Walker. 1980 Human
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is a sequence of job assignments that lead to a more responsibility, with raises and promotions.
Human Resource Mgt. : An Experential Approach. John Bernardin.2003

 Employees moved through patterned sequence of positions or roles, usually related to work content during their working lives. (Walker.1980) Step by Step planned progression tied to years of service

 Plan job moves for high potential employees to place them in a particular target job. The organizations future workforce depends on the projected passage of individuals through ranks. Individual Perspective Is a sequence of jobs that he or she desires to undertake in order to achieve personal and career goals.

Various career movement options are displayed in as paths. emphasized Traditional Career Path upward mobility in a single occupation or functional area. New Career paths consists of TWIST AND TURNS, not STRAIGHT and NARROW. - lateral movements - regular rotation among work roles

New or Alternative Path Characteristics : based on real world experiences and individualized preferences. 1. They would include lateral and downward possibilities as well as upward possibilities. 2. They would be tentative and responsive to changes in organizational needs 3. They would be flexible enough to take into account the qualities of individual 4. Each job along the paths would be specified in terms of acquirable skills, knowledge, and other specific attributes, not merely in terms of educational credentials, age, or work experience.

 Lateral movements became important. Regular rotation among work roles including downward and lateral moves is becoming a norm.

Dual Career Path System

- Enables the employees to remain in a technical carrier path or move into management career path.

Career Development
a.) Training b.) OJT c.) Occupational Orientation b.) Understudy c.) Work exposure e.) Apprenticeship

Training
The term training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. Some commentators use a similar term for workplace learning to improve performance: training and development.

 One can generally categorize such training as on-the-job or off-the-job: On-the-job training takes place in a normal working situation, using the actual tools equipment, documents or materials that trainees will use when fully trained. - OJT has a general reputation as most effective for vocational work. concepts and ideas.

 Off-the-job training takes place away from normal work situations. E.g. Lectures and Conferences.

 Off-the-job training has the advantage that it allows people to get away from work and concentrate more thoroughly on the training itself. This type of training has proven more effective in inculcating.

On-the-Job Training
More useful for skills training. Impt. Part of the managerial and supervisory dev t. Ind. May attain a realistic understanding of the workplace and develop appropriate work habits. Major OJT Methods - coaching - rotations - transfers - understudy

Coaching
Involves frequent helping activities on the part of a superior toward a subordinate. Coaches : Are Managers who help employees grow and improve their job competence on a daytoday basis.  Train employees to fill in during absences and prepare them for promotion.

Job Rotations and Transfers

Are designed to prepare managers to take on additional responsibilities by providing them with experience in different areas of the firm. Considered Lateral Promotions : the manager is places in a position that carries similar authority and responsibility, but in a different part of the firm.

Understudy
Direct development undertaken from job rotation. Its aim was to hone the skills of the employee in his current field of expertise. Prepare of an associate to assume the responsibilities of the manager, as a substitute or replacement. Should be able to perform at about the same level as the experienced manager.

Work Exposure
- to provide a unique learning experience in a real workplace setting. The length of the work placements vary depending on the program. - Students are expected to learn, develop and demonstrate the high standards of behavior and performance.

Apprenticeship
DEFINED Apprenticeship is a system of training a new generation of practitioners of a skill.

 Working in order to learn their trade, in exchange for their continuing labour for agreed period after they become skilled.

http://en.wikipedia.org/wiki/Apprenticeship

Job Shadowing
job shadowing involves spending a period of time with a seasoned expert, observing everything that he or she does that is related to the work that is expected to be accomplished as part of the daily routine of the job. Involving one new employee to act as the observer, and one person to function as the demonstrator, this allows the new hire a chance to get a handle of what is involved in performing the tasks associated with the work.

If you are going to be successful, you must have a total commitment. Your job doesn t end when everyone else knocks off .
Bill Moss, Head of Banking and Property, Macquarie Bank