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17 Cards in this Set
- Front
- Back
Career Management |
The process through which employees:
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Career Motivation (3 aspects) |
Employees energy to invest in their careers Career Resilience: abilty to cope with problems (innovation, committement, pride) Career insight: awareness of own strenghts and weaknesses, skills and how these relate to career goals Career identity: the degree to which a person define themselves according to their work |
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What is Career |
Hall: the individual sequence of attitudes and behaviour associated with (pattern of) work-related experiences and activities over the span of the person's life |
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Protean Career |
Frequently changing based on the person's intersts, abilities and values, as well as changes in work environment. Goal - psychological success Psychological contract - flexibility Mobility - lateral Resonsibility for career - employee Pattern - spiral and transitory Experience - learn how Development - greater reliance on relationships and job experiences |
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Psychological contract |
the expectations employers and employees have about each other changed due to increased domestic and global competition, as well as mergers and aquisitions, organisations cannot offer job security, and may need to downsize. /Instead of offering job security, they offer training and work experiences to increase employability. |
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Model of Career Development |
Life-cycle model - developmental tasks and move through distinct career stages organisation-based model - career proceed through a series of stages involving changes in activities, peers, managers and relationships. Directional Pattern model Exploration Establishment Maintenance Disengagement |
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Directional Pattern model: Exploration |
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Directional Pattern model: Establishment |
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Directional Pattern model: Maintainence |
Need to keep employees from plataueing |
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Directional Pattern model: Disengagement |
Also includes employees who recycle back to exploration stage employees can support this process to fill gaps in the organisation - retraining |
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Career Management System |
Self- assessment (interests, values, performance, aptitudes, behavioural tendancies) Reality Check (info given to employees - evaluations of skills and knowledge, as well as where they sit within the organisation) Goal Setting (desired positions, work setting, skills) Action Planning (determining how they will achieve short and long term goals) |
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Career Management Websites |
Used by emploers, employees, recruiters, HR User access
Website features
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Stakeholders role in career management system: Employee |
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Stakeholders role in career management system: Manager |
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Stakeholders role in career management system: Company |
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Stakeholders role in career management system: HR Manager |
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Evaluating Career Mangement Systems |
Reations
Results:
evaluation of system should be based on its objectives |