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MHR 523 Lecture Notes - Action Learning

Human Resources
Course Code
MHR 523
Margaret Yap

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Chapter 9 ± Career Development
Career planning & development ± person becomes aware of personal career-related attributes & lifelong
series of activities that contribute to their career fulfillment; individual must accept responsibility, requires
self-motivation, independent learning, effective time & money management
Career ± series of work-related positions
Career Development ± lifelong series of activities
Career planning ± process, become aware, identify goals, action plans to attain goals
Roles in Career Development: individual, networking, manager, employer
Growth stage ± birth to age 14 during which person develops self-concept by identifying with & interacting
with others (family, friends, teachers)
Exploration stage ± age 15-24, person seriously explores various occupational alternatives, attempting to
match these alternatives with their interests & abilities
Establishment stage ± age 24-44, heart of most peopOHVZRUNOLYHV
Maintenance stage ± age 45-65, person secures their place in work world
Decline stage ± many people face with prospect of having to accept reduced levels of power &
responsibility; retirement
Occupational orientation ± by John Holland, 6 basic personal orientations that determine sorts of careers
to which people are drawn
1. realistic ± physical activities requiring skill, strength, coordination
2. investigative ± cognitive activities (thinking, organizing, understanding) rather than affective
(feeling, acting, interpersonal, emotional tasks)
3. social ± interpersonal rather than intellectual/physical activities
4. conventional ± structure, rule-regulated activities; employee subordinates their personal needs to
those of organization
5. enterprising ± verbal activities influencing others
6. artistic ± self-expression, artistic creation, expression of emotions, individualistic activities
Career anchor ± concern/value that you will not give up if choice has to be made (Edgar Schein)
1. technical/functional ± avoid decisions that would drive them toward general management
2. managerial competence ± become manager
3. creativity ± build/create own product
4. autonomy & independence ± free of dependence
5. security ± long-run career stability, job security
6. service/dedication ± meaningful in large context, environment, poverty
7. pure challenge ± overcoming impossible
8. lifestyle ± integrate career, family, personal
Responsibilities of Organization: provide realistic job previews, avoid reality shock, provide challenging
initial jobs, be demanding, provide periodic developmental job rotation, & provide career-oriented
performance appraisals, career-planning workshops, mentoring, & learning organization
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