Chapter-25

Career Planningand
Development:An Analysis
M. A. Akkas

Career:Meaning, Patterns and Orientations.

is becoming a burning issue in the current

Career competitive and dynamic business world.
considerable attention has been paid to
Recently,
careers and career-related phenomena in the
world because people
careerists are now
more than ever before.
corporate (Walker & Gutteridge.
interest
encouraged academicians and researcherS to
1979). This intensified develop many theories
the importance of career planning and development to hurnan
publicizing resource management
Prller 1979: Dyer, 1976; Hall, 1976; Walker,
1978). Careers research recently has earned
substantial importance.

The tem career has several meanings. It can be viewed from different perspectives. A career

to a job or profession in which a person has been engaged for

refers a long time. For example.
working as a doctor., lawyer, banker, cashier, carpenter, and teacher,
is an example of a career. It

is advancing or moving upward within one occupation. This definition suggests that a person is

pursuing a career only ifhe or she exhibits steadyor rapid advancement in status, money. and the
like. Advancement or promotion increases one's salary and position.

A career means a For example, X has chosen a career in medicine). It is a lifeiong

profession.
sequence of jobs. A person can hold a series of over sequentially during his or her lifetime (

Robbiins, 2008; Super and Hall, 1988). It is an occupation undertaken for a significant period of a

person's life with opportunities for growth and progress. It means stable employment within a

profession. This definition suggests that one must achieve a certain occupational or social starus
for one's work activities to establish a career. Sullivanand. Baruch. 2009. Arther. Hall. and
Lawrence, 2002) explain a career as the work-related and other relevant experiencesof a person.

This is the objective career. Examples of objective careers arejob title, salary, and promotion. In
loday's world of work, the term 'career'is seen as a continuous learning and development process.
A career could be made up of multiple jobs that are unrelated to one another.

From another perspective, a carcer consists of the changes in values, attitudes, and motivation that
ake place as a person grows older (Davis, 1996). This is a subjective career. Subjective career
deals with an individual's satisfaction with his or her professional lite. Subjectivecareerelements
er rom person to person. Many employees are demanding autonomy, enjoyment, meaningful,
and quality work, personal life satisfaction, and recognition (Giale, 2022; Shockey, 2016 ). So,
a carers include both subjective and objective components, although degrees may differ.
Wilensky (1961) defines a career as a succession of related jobs, arranged in a hierarchy of
Prestige, through which persons move in an ordered (more-or-lesspredictable) sequence.' Thus,
cersuccess encompasses both objective and subjective criteria.
 Contemparary Isxues n tHuman Ruaulse
206 Manjs
Difference between a Career and a Job
s often confused wth a job. It is important to know the baxic
ditterewe eween
A career

and a career, although both jobs and carcers help usto cann enough moncy
and our famles. A job is a tnp while a carecr is a joumcy. A job iN
simply to carn moncy to support their basic nceds. It may be tull-timc or part tne
joh one must need to acquirecertain skills to do his job, but all jobs do mot require adh anved

specialized degrees. The clerical jobs do not need specialized degrees. The impact of a ub nen
future working life is very low, but a career plays a big role in shaping an enmployce's fulur

because it providesmore opportunities for lcaming. The networking opportunities in the case ol

job are very low, but a careeroffers more networking opportunities.

A career impliesthe progress of an individual in each profession or in a company. A curer sa

series of jobs that a person has done all over his life. The time horizon of a career is long-term. A
career is a course of life. in which a person employs his knowledge, skills, cducation, and
competencies. A career necds specialization in a particular subject. For example, teaching is a

career and people need specialization in their chosen field. They pursue higher studies for example

mastersand Ph.D. A not just making money, in a carcer, people pay more attention to joh
career is

satisfaction rather than money. A career is something that people like and love to do. They should
choose a career that is interesting, enjoyable, and meaningful. They invest time and moncy to
materialize their dreams.

A career isa long-term professional journey that an individual may determine based on his

passions. He may need a certain level of education or training to attain these goals. Through a

career, one meets professional goals and ambitions. He also gains benefits beyond money, such as
personal pride, work satisfaction, and self-worth. He may hold many jobs under many employers
in his chosen industry that he progressesthrough during his career. A person usually engages in
many jobs in their career. It is usually easier to change jobs in the same field of work that defines
one's career. The objective of a career is to promote career growth. Career growth is promoted
through goals that an individual sets. It is what a person wants to reach in his field or job. A career

comprises all the jobs an individual has worked - they may or may not relate each
to other. Many
people start low-paid jobs at the entry level and then progress through different jobs in thet
industry. The skills and knowledge they acquire in each role can contribute to success in one
career.

2.Career Patterns

Career patterns refer to a sequence of occupations the

in life of an individual or group A
individuals. Recently and
researchers have advocated multiple career concepts (Greenhause
Callonon, 2010). They classified career patterns into different types and make distinctions a
these career patterns. These are discussed below:
A traditional linear career
one that emphasizes upward For example,
mobility (Prince, 1998).
Amina joins as a lecturer and
and finally movesto be a professor. Linears are motivated by power
achievement.More focus is on
stability and employment security.
Career Planning and Development: An Analysis 207

ility in a special area is the focus and concentration of an expert carer. Experts try to
ialize in a specifically defincd discipline. They seek expertise and
sccurity. They focus on

developing skills and knowledge within an occupation or field. X is a doctor who has been

providing medical servIces for 20 years and he is becoming an expert in his area. His patients are
for providing better service.
increasing

An individual pursuing a spiral career makes a moves between different

series of horizontal

Aunctional areas within the same organization(Greenhouse, 2001). Employees are moving from

iob to job, and this will help them to accept new challengesand it also broaden their expertise.

Spirals value growth and creativity. He will not stay in cach position for a longer time, rather he

makes movement periodically usually every five to six years. A spiral career is a series of
infrequent but major shifts to new occupations or functional domains. One joins as an Assistant

commissioner of tax and then shifts to administrative service. Individuals with a transitory career
orientation make changes in career fields frequently usually every one to five years. Tansitoy's

moves between jobs that are unrelated(Schein., 1978). Individuals

career is a series of frequent

are frequently moving through a series of career stages over time. They need to play a different

role and these roles require different types of skills, knowiedge, and work orientations.

Transitory appear to be motivated by the need for identity and challenge. In the USA, employees
Job hopping
frequentlyand they do more than ten times before they
retire.
it
are switching careers

is very popular in
the USA.
opportunities to
Substantial changes in the current work environment have diminished individuals'

during their lifetime with prescheduled linear

pursuea career within one single organization
must be and adaptive. Two career
upward moves over time. To be employable, people
flexible
countries
in the advanced and developed western
attitudes have gained special attention, especially
(
Hall 2002; Inkson 2006; Arthur and Rousseau,
1996; Ryan, 2000 ). These
during the past years
An individual with these two career
two career concepts are known as protean and boundaryless.
orientations is also known as a roamer
who is passionate about variety and independence. To
boundaryless career
maintain and sustain employability people should adopt protean and
two career orientations. The protean career
managemnent strategies. Let us have a look at these
in a rapidly changing environment.
The
is gaining popularity
concept, the latest career pattern,
careers are flexible and dynamic
protean career represents a new type of career contract in which
( Hall, 2004). Traditionally, individuals
and managed by the individual instead of
the organization

to take responsibility for their careers. In a protean career, individuals

relied on the organization
role in managing their own careers.
are self-directed in that they take a proactive

protean career attitude impact on subjective career

has a dircct positive
Results showed that

Success, objective career success,

and task performance. Boundaryless careers are those in which
individual workers make a move across
boundaries between employers andor work units within
via extra organizational networks or informationand reject
employers,. They develop their careers
for work-relatedor nonwork-related reasons (Arthur,
CXisting (conventional)career opportunities
orientativn owns a higher inclination to learn
and
1996). An individual with a boundaryless career
who embrace a traditional career.
lO reflect on their strengths and weakness than individuals
 in Human
Contemporary Issues Resource
208 eManagement
is shifting to an
individual,not to the
for managing a career organization.
The responsibility in that they take a proactive role in Ina
career. individuals are self-directed managing ther
protean are proactive and
are self-directed, and they enjoy more
own careers because they and development and have the flexibility.
have a strong desire for learning
Protean individuals adaptability to
them in achieving organizationalgoals. He enjoys positive
welcome change which helps

such as carcer satisfaction, well-being. lcadership skil, and employability ( Cant,

outcomes
2000,
king,
is the prime driver of individual behavior.
2004). Intrinsic motivation
not interested to spend their whole time in a career or one
Now emplovees are organization. They
is known
high physical and psychological mobility. This career attitude as a
boundary|
have
career. ndivicuals with a boundaryless career orientation have a higher tendency to learn and

maximize their strengths and minimize weaknesses than individuals who

may help

traditional career Arther and Rousseau, 1996). A boundaryless career differs from a tradition:l

career in that individuals are deemed not to be limited to working forone employer. in one ih
one organization. or even in one field of expertise. An individual with boundaryless ar

orientation does not depend on one organizationfor his career progression and he does not imt

his career progressionto one organization. They are not bounded to a single employment setmng

(Arthur & Rousseau. 1996).

Thus. it can be concluded that individuals with protean and boundaryless career orientations 3
take active responsibility in managing their careers instead of passively relying on the emplovng
organizations to provide them with a clear career path ( FernandezandFernadez. 2008). Mos
university teachers are practicing
protean and boundaryless career orientations. These wo
contemporary careers provide positive outcomes both for individuals and emplovees nd
employing organizations. Thesetwo new career concepts are found to be effective in a
volatile and
unstable organizational or working environment ( Lockwood, 2003 ).

3. Career Management /Wht is Caneer yet Phoey

Career management is the process of preparing,
developing, implementing, and monitor
plans and strategics. It is an ongoing
problem-solving process in which a persoD ga
information, aware of himself

indvidual
and the environment
to adapt to the changing
(
Hall, 1986; Greenhaus, 2000). lt
allows

demands of our dynamic Includs

economy. This
also
choosing. setting, and
outlining for attaining
strategies Greenhat
and Callanan (2010) contend personal goals(Hitesh. 2020).
that career persoa
gathers
management is a lifelong process by which a
relevant information
about himsel/herselfand
picture of his her
the world of work, b) develops
talets,interest, values,and preferred
d)
developknowledyge lifestyle, c) develops realisticcreer nth
and skills requiredto make on
success of the strategy his career successfüland gets teedback
and the significance e)
of the goals.
Career management involves creating
and 'personally meaningtul
realistic career
identifying. and engaging in
strategic work
work/life balance, and decisions and learning opportunities, revvgmiztnd
appreciating the broader cvonomy,
the
society (Haines,
Scot, & Lincoln,2003; relationships between work,
Watts, 1998; 2004).
Webster, Wooden, & Marks,
 and Development: An Analysis
Planning
Career 209
of effective career
indicators
are many management. Greenhaus and
There indicators Callanan (2010) have
four of managing a career. They suggest that effective career
identified

requires
a) deep
b) the
knowledge
development
of the employees
of realistic
him/herself and an accurate
management
picture of the
goals that are compatible with
environment, one's values,
abilities, and desired lifestyle, c) the development and implementation of appropriate
interests,
and d) continual feedback process that
r strategies permits adaptation
career in the face of changing
situations

WBenefits of Career Management

fective career management produces many benefits for both the organization and the
individual. The main benefits are discussed below:

Helpingpeople in improving the performance of the employees.

Involving employees in identifyingstrengths and weaknesses for setting desired goals.

Encouraging employees to recognize the need for training and to provide ample opportunities

for its achievement if necessary.

Integrating and aligning the goals of the employees with those of the organization and telling

employees about career option

Helping the employees to identify the skills and know-how needed for jobs in the present

future. Ensuring a continuous supply of professional. technical. and

scenario and the

managerial talent for the fulfillment of organizational goal.

Ensuring the availability of a pool of skilled and competent employees in the organization.

Helping employees to set realistic career goals.

opportunities for career growth to the employees in an organization.

Providing better

their career within your organization,

Increasing employees' morale by helping them visualize

attract, retain, develop, and terminate

Supporting your Human Resources Group, which must

employees. Helping to solve staffing problem.

improve employee dedicationand happiness

Improving the awareness needed
to

and strategies
of critical businessobjectves
vang employee support for the implementation
d increasing employee
motivation and engagement
towards their employer.

objectives and ottrering you an opportunity to

and career
ldentifying employee skills, interests,
career action plan.
plore new work
possibilities and
developing a personalized

V Career Management Model It

of reality.
The lt is the abstraction
(Dublin 1983).
agood number of
as a model inter-related
representation
astandard of reality is known
1$
or example for imitation or comparison.
I
consists of
 210 ContemporaryIssues in Human Resource
Managenment

variables so that we can better understand something. The career management model explaun...
ways individuals should cope with their careers. According to Greenhaus, Caallanan, and
(iodshalk
(2009). the career management model consists of a few important components and thesk
portrayed below:

Career Management Model

Information, Opportunities and Support from Education, Family, Work

and Societal Institutions

Career Exploration Awareness Goal Setting

Feedback:
Career Appraisal (H)
Work/Non-Work (G)

Strategy Strategy
Progress toward
Implementation (E) Development (D)
Goal (F)

Career exploration
Career exploration is the compilation and assessment of information concerning career-relateu
issues. One should be aware of his own talent, interest, and values, the importance of work in total
life, and alternative jobs inside or outside the organization. Greenhaus (2000)
supports the
argument that effective career management can allow individuals to make informed decisions thal
are consistent with their talents, ambitions,and values. Career exploration
promotes awarentss.
Most people do not know themselves."Know thyself"- is very important advocated by Socrates. 1
great philosopher. Many people tend to overestimatetheir strengths and judge themselves to be
more talented than others. They suffer from superiority complexes. There are two types
of caet
exploration- self-exploration and environmental exploration.
Self-exploration

Self-exploration is a great source of awareness of personal

qualities. The individual, not
organization, in control of
is his/her career management and development. A high level o s
 211
Career Planning and Development: An Analysis

Rrenes is needed to succeed. A person should know his values, interests, and talents in both his

k and non-work lives. Self-exploration provides information about strengths, weaknesses.

iens, and limitations. Self-exploration may provide a sound and reliable understanding of what
ike most. Rescarch has shown that individuals who choose careers that are closely aligned
wh their interests, skills, and values tend to be more satisfied in their jobs and enjoy greater

career success.

Environmental exploration
Environmental exploration
It person learn more about some aspects of the environment.
helps a

includes types of occupation, types

of industries, necessary skills, and job alternatives within a
from a curent line
given organization or alternative future jobs, experience needed to move
alternatives, and the impact of family
on career decisions.
position to a staft position, company
There are many beneficial of career exploration on career management: a) enhanced
effects
chosen career, c) helps to
awareness of self and environment, b) more aware of yourself and
career strategies and perform
develop occupational goals,d) helps people develop more extensive
in job-interview situations, e) more
aware of themselves and world of work.
more effectively

Awareness
complete and accurate perception of a
Exploration increases awareness. Awareness is a relatively

of his relevant environment (Greenhaus and Callanan.

person's own qualities and characteristics
a person to set the right career
goals
2010). A thorough awareness of self andenvironment permits

and strategies.

Goal setting
they are specific. measurable.
the S.M.A.R.T. model. That is,
Efective career goals follow help a person set
and realistic, and have a timeline.Self and environmental awareness
achievable, and be counter
career goal. The unrealistic and irrelevant goal may cause demotivation
the right
that an individual would like to achieve
the ultimate career target
effective. A career goal is
\Management
Sonia, an MBA student in the
during their career
cycle.The career objective of
life
a job in a challenging and healthy
"To pursue a highly rewarding career, seeking
Department,is
successtully for the growth of the
so that skills and knowledge can be utilized
work environment
organization".

Strategy development
his career goal. Here
plan designed to help a person achieve
A carcer strategy is a comprehensive to attain the career
goal. Individuals should
a series of activities undertaken
eer strategy means An employee
reach their goals ettevtively.
plans that permit them to
late specific strategic sucvessful. For example, he can adopt
of strategies to make his carcer of
an use a good number involvement, development
in the present job, extended work
bairrategies as competence of supportive relationships
opportunity development, development
hrough training, and reputation building,
building a strong network at work, image,
Ors,sponsors,and
establishing at
irelationship
peers),

with superions ,and polities (Data.

ganizational
202l).
212 Contemporary Issuesin Human Resource
Management

Strategy implementation

implementation is the execution of plans and to reach goals.

strategies
Strategy Some steps
action plan include the following: a) seek a
person may need to take to implement his
advicefrom
regarding ways to implement his action plan and fill any gaps
his supervisor in skills
experience, b) engage in short-term development training to develop identified skills, c)
enrollto
do a more formal study, d) investigate hidden opportunities both within and outside the
organization) explore how to develop good networks inside and outside the
organization, f)know
how and when to negotiate salary or conditions, and commit to a lifelong learning strategy to st.
employable (Wantland, Baie, and John Gallagher,2002).
Feedback

Feedback is a response toward the sender of a message. Feedback

may be
positive and negative
An individual can assesshis career through the feedback
process. Feedback refines expectations. It
increases self-awarenessand boosts personal
growth. It also helps employees learn from their
mistakes and build confidence. Effective feedback
helps employees develop their skaills and
maximize their performance. Feedback should be definite and timely.

Career Appraisal
Career appraisal permits a person to monitor the
course of a career, and represents adaptive.
feedback functionsof career management. An
individual can reexamine career his career
goal. An
appraisal helps a person to identify success and
setbacks. It offers constructive feedback on his
performance. For example, Rahim identifies that
he is not performing as per his expectation in his
new position and this appraisal helps him modify his
career goal and revises his career strategy
He might choose to pursue a graduate degree in management.
Conclusion

The carcer management cycle is a problem-solving process.It is also known asa decision-making
process. An individual can know whether his career is appropriate and the extent to which
his
career goal is attained. He can set career goals and develop the right kind of
strategies and assess
the level of execution.

6.Career Planning

Career planning is an impotant element of a unified human resource system. Greenhaus and
Kopelman ( 1998) suggest that the career planning process is a series of three sequenua

components: 1) the acquisition of career-related infomation about (a) self-interests, strengths, and
values)(b) organizational opportunities) (c) nonwork such as family,leisure, and interests): 2. he
identification of desired outcomes or goals (to become a department manager, o a

challengingjob);3. the formulationof a strategy to attain the goals.

Career planning is a long-term strategy that an individual applies for defining carer oals
selecting a path to achieve those goals.Career planning is the processthrough which a person

evaluate abilities and interests, identify alternative career opportunities, and set career goas
an individual's thoughtful decision about the amount resources he or she will invest to
professional goals.The organizationhas a vested interest in the careers of its members arnd
at his
 i Planning and Development: An Analysis
Career
213
and development programs
planning helpthemto enhance
overall effectivenessof the employees' job performance andthus
are:
organization (Hall Associates 19%6). The main features &
of
career planning

Know thyself or self-exploration. Self-awareness is the first stage in any

plan. Self career
assessment most important stage of an individual's
is the
career planning process. Choosing the
icht career is a difficult task. Making a
good carcer choice can be the difference between
lled with satisfaction and a life filled with a lifc
dissatisfaction and disappointment. An individual
identifies his strengths, knowledge, ability, interest,
hobbies, preferences and weaknesses, and
educational requirements needed to be successfulin
different fields. This informationis needed to
make an informed career decision.Self-assessmenthelps a
person to know which career is a good
fit for him.

b) Know options. Once employees have built up a more detailed of themselves, the next
picture
stage is to see how this relates to the career opportunities out there. They can identify the options
available. They can also look at job sectors
more about the job market and careers on
to find out
offer in different industries. He identifies the job targets.
The job targets should be specific and
relevant. Unless we areaware of alternative options, we cannot make an informed decision.

c)Act. It is time to put a plan into action. The action plan is the final stage of career planning. A
person's university career services can help him develop the skills needed such as writing

customizedCVs and cover letters and preparing for interviews. He develops a job search strategy.
Doing an internship may help to choose the right career. He needs to justify that he has the

necessary skills for a given job. He regularly updates his resume as he gains new skills and
experiences. The action plan shows a clear map to reach the destination.

Benefits of Career Planning

Career planning affects career behavior and attitudes and thereby reinforces the career planning
function (Aryee and Debrah, 1993). Miller (1997)says that every organizationmust have career
planning so that it can develop good successors and replacements can be made easily and
coectly. Manypeople make a wrong career choice and suffer their whole life. They choose a
Career without adequate research and investigation. Proper and thorough career planning is the key
lo choosing an occupation that will lead to many years of fulfillment and satisfaction

The main benefits areas follows:

Helps to develop internal supplies of promotable talent. easy to find out a good successor.
It is

promotions, degradation, and transfers motivate the employees, boost their morale
Internal

and also result in increased job satisfaction.

Helps to decide a job best for an individual.

and retain highly talented personnel.

to attract
Improves the organization'sability

Help an individual to have a clear goal in his mind.

specific career
potential abilities because they have
uragesemployees to tap more of their
goals.
 Human Resource
Contemporary Issues
in

Management
214

to grow and develop.

Motivate employees

Satisfies employee needs.

because he knows his career goal and the nath .
dissatisfaction
Decreases employee
that goal.
priorities, etc.
Helps the individual have knowledge of various career opportunities,
potential abilities e
on the job by tapping their
Improves employees' performance
stimulating their personal growth.

Contributes toward individual development and organizational development, and effective

achievement of corporate goals.

Improves a better image in the employment market, and it will attract and retain competent

people.

Limitations of Career Planning

Though career planning helps an organization in numerous ways, it has a few limitations that

undermine its importance and relevance of career planning. These are:

Time Factor. It takes a huge timne to make careerplanning.

Unsuitable for Large Workforce. It is difficult to develop individual career plans for an
organizationwith large employees.

Lack of Objectivity. Carer planning an unsuccessful exercise for organizations

is that do not

believeand comply strictly with HR policies regarding selectionand promotion.

External Interventions. External factors such as government rules and regulations can act as a

barrier to an effective careerplan.

Lack of Knowledge and Awareness. Career planning by an employee is essentially a sel

management process. It requires the employees to be aware of the basics of career planning and
management activities.

Lack of Flexibility. Many organizationstreat career planning as a formalized and rigid exereis
They often fail to consider the uncertainties caused by career planning activities by the changes
the situation.

Difficulty in measuring Career Success. The meaning of career success differs from person
person. It is understood differently by persons. Success indicators may
different be
performance, an interesting and meaningful job, vertical mobility, and
appreciation.
7.What do Employees Want in Organizational Career Planning?
the their
For last few decades
organizations have encouraged their employees to manage
careers by themselves. New and
generation employees are more demanding
educated and career
expectations and demands of the new generation
need to be considered in the are
planning process. that
Organizations must play a role to motivate employees So
successful in managing their and
careers. Career management is beneficial for both employers
Career Planning and Development: An Analysis
215
Ae employee as it helps
bridge the gap between the
to
nanv Shenoy, 2022).Employees expectations
want the following factors in
of employees and that of the

meaningful and challenging organizational career planning:

job, b) career equity, c)
clearly communicate the
direction of the organization,d) strategy. and
awareness of opportunities, and e)help
aNn career, f) clearly articulate employees customize their
expectationsat different levels, g)
wdancement. There should be no Transparent process for career
discrimination in terms of gender,
color. race, religion. and
ehnicity. Managers must be fair in
dealings with their employees.
Employees should be made
aware of advancement criteria.

&. Career Development Stages orCycle

Career development can be analyzed based on the career
stages. For designing a suitable
career
development program, it is necessary to understand the
different career stages or development
cvcles of an individual employee. Actual stages
differ from person to person due to
differences in
perceived internal careers. A
career can be analyzed in terms of stages. The career
life cycle begins
with one's awareness of the organization
from their employment at the organization to the exit
from the organization. Progression from the beginning point through growth and decline phases to
a termination point is typically a natural occurrence in one's work life. Scholars Super and Hall. (
1998:Decenzo and Robbins, 2008) have pointed out the following five stages in career
)
development:They classified on the basis of age: a Exploration, b) Establishment,c) Mid-career.
d) Late-career, e) Decline. People view these stages differently as they are
getting older. Their
expectations, demand, and values are also changing. In this section, the five career stages by age
are discussed and offer tips to help an employee succeed in each stage.

Exploration

The exploration stage is a stage of investigation and inquiry. It is a career stage that usually ends
in one's mid-twenties.Graduates try to build strong social relationships to find suitable jobs. It

occurs prior to employment. Job seekers in the meantime finish their undergraduateor graduate
degree. In this stage, the employee builds expectations for his career. Graduates must understand
their talents, interests, skills, personality, strengths, and weaknesses to choose the right career.

College internships are an excellent exploration tool. Individuals are given an opportunity to see

their future co-workers firsthand and to do a real job. The internship may provide scope for getting

a job. Exploration is preparation for work. Our career choices are attected by the advice and
examples of our relatives, teachers, parents, friends, coaches, and career counselors. The decision

regarding career choices is also influenced by the financial resources of the family, social
newspapers, magazines, TV, films, etc. They all provide
influences, and media influences us

our parents, their aspirations for their children, and their

With certain directions. The careers of

financial sources are crucial factors in deternining our perception of what careers are open to us.

Teople develop expectationsabout their careers that are mostly unrealistic.

Establishment
in his chosen career. This stage is characterized by
wnen an individual is determined to flourish
and assuming increased responsibilities.
E mistakes, learning from those mistakes,
is a time that begins with
Employees spend more time to be an excellent performer.
It
uncertainties, anxieties, and risks.
 Contemporary ssues in Human Resoure
216
Manage
Mid-career

an employee generally reaches his peak productivity and is

In mid-career, becomang
teacher
some
mentor than

workforces
a learner. Plateauing

whose performancebegins to
is a condition

decline.
of stagnating

and they are demoted

in one's

or
:
curTen
dTt
xee
There a

Late-career

the stage in which individuals are no longer learning about their jobs. It isnot
It is
expeced
they shouldbe trying to outdo levels performance from previous years. They
of
car "ea.
based on the knowledge they have gained. His main e
job is teaching others. He ste
identifying and developing successorsand may also start actiities
outside the org:
will take a psychological
preparation for retirement. He she finds new sorces t
improvement off the job,and new sources of job satisfaction through
teaching others
Decline

It is painful to leave an organization where one has been working for

employees get frustrated
a longer time. Mars ser
at this stage and feel ignored and dishonored. A financially sound empicee
engages in activities that they like most, such asworking part-timeor consulting.
9.Tips for Promoting career

During the last few decades,

responsibility for managing careers
shifted from organizanons te
individual employees. Employees
themselves are responsible for
careers. An attempthas been to
developing or promotng her
provide an employee with a few
to advance his career.
. Each person must accept his important tips that he car. ic
otherwise, his career progress is responsibility for career develope

one's personality.
likely to suffer. The best
People enjoy a career that is
career choice is one that is ited
enjoyable and a source of pleasure.
t
are helpful for promoting Following ps
one's career.

Participate in an internship

It is observed that
employers give more priority to
hiring experienced
internship job seckersa chance to know
offer candidates. Dong
about
are consistent with
them. Doing an intermship
is a
the company's culture and to what exiten u
experiencestheinten gets and prerequisite to getting a degret.
the realistic Te
preview of his profession choice is invaluable.
The
internship experience of
is also
employer. Ifthe
helpful to writean attractive resume desired by the potenta
internshipis not possible, an individual can
his field ofchoice during his engage in part-time employment
academic life.
Select first job
judiciously
A wrong career choice is a eshoud
liability for the working life. an has a choice. he
select a powerful If
individual One cat
organization or department
make quick as a place to start his management career.
advancement if he or she within
starts his
organization.Finding a career in a powerful department
suitable and enjoyable
job is not always
posible.
 and Development: An Analysis
Career
Planning
217
Performance
makes sa big difference. Finally.employees
Performance arejudged by performance. Performance
satisfaction and VIce versa.
leads Performance is the best way to answer
When he
was criticized for poor unconstructive
criticism. batting, For example,
de a double century to Tendulkar, the cricket legend,
shut up the critics. Actions are louder
than words. Show not tell.

Employees
whose performance is below standardcannot reach
their career destination
smoothly.
Exposure
Building a positive image is necessary for advancing one's career. Exposure means becoming
Lonsn to influential people of the organizationwho decide career-related opportunities. One must
make powerful people aware of his good We
points. gain exposure primarily through our
performance, written reports, oral presentations and committee work.

Do not stay too long inthe first job if career advancement opportunities are limited

It is a waste of time and resources to stay in a job with no opportunity for growth and
development. Move quicklythrough different jobs.Employees might change their current careers

when they get an offer ofa better position in another company. When there are many qualified

employees working in the same department, it is wise to shift to the newly created department to

avail of promotion opportunities and reap other benefits. Finding a satisfying career is a long
journey. One must be looking for the right fit.

Resignation

Itisa fool'sgame to remain in a job in which there are few promotion opportunities. An employee
should resign from his currentorganizationand can elsewhere where career opportunities are high.

Iindividuals with protean career orientation change career frequently and they do consciously. it

Faysal, who is a Chartered Accountant, has resigned from his current organization and joined
another organization with a lucrative salary and other benefits. In the last ten years, he has
resigned three times to further his career.

OrganizationalLoyalty

Tany organizations, people put loyalty to their careers above loyalty to their organization. One
at be loyal so long he or she works in each organization. And many employees use their
cdication and loyalty to the company as a career approach. In Japan, employees tend to be very

yal to their employers because many firms willhire only entry-level workers.

Mentors and
Sponsors
helps
more experienced person
a

Mentoring has become popular concept. An older, and

a very
Good teachers,
young
persona grow and advance by providing advice,support,and encouragement.
coaches,
parents, and bosses- all performsome mentoring functions.

Growth
Opportunities
An required for getting
individual to expand and competence
needs his abilities, capability,
program, and pursue an
promoted tothe next higher jobs. For example, he can enroll
in a training
 Human Resource
Contemporary Issues in
218 Magemet
degree that can contribute to .Membership
his growth. . in privateclubs d
proteNsiMal
additional
of the university of Dhaka
club may also
associations (for example, the Management alford

growth opportunities.

Key Subordinate
an employee who plays an active role in making his boss 'scarecr
A key subordinate is successful.
He vorks heart and soul to improve the performance of his immediate supervisor. The
subordinates may be experts in a particular field, and he can use his special skill to
promote the
career of his boos and one day he will be benefitted from his boss. It is mutually beneficial 11
muust exhibit lovalty and dedication to his boss. He should build trust with other employees. Al
these roles make him a key subordinate.

Develop a Network
Successin both personal and professional life depends, to a greaterextent, on a person's ability to
build a strong and meaningful relationship. An employee with strong networking skills can
advance his career. This skill helps a person find a job faster and provides him a source of

competitive edge throughout different stages of his career. He

can develop powerful allies with
top managers, colleagues,political leaders, customers, and suppliers who will support him and
speak positively of him. Share credit and attribute
success to team players. Appreciate others for
their achievements.

Show Pride Work. Do the job with the utmost seriousness. An individual should take pride in
in

doing good work, he gives his best to solve a problem

or attain the organizational goal. Do what
you love most. Choose a job you love most. He should be delighted in his
accomplishmentsand
convey contentment in his existing position.

Learn the power structure

An individualmust know and understand the power structure of an organization. Who are tne
powerful policymakers in your organization? Who will make decisions relating to promotiotSs.
transfers, and placement?

Support your boss

As a subordinate,an employee cannot challenge his boSs. If disagree with the boss,
arguniet
politely and logically. Assume or take on more responsibility.
Appreciate publicly and ch
privately. A good friend is one who tells your limitations privately so that one can make correvt

Think laterally
It is difficult to make
linear movements because positions are limited. We do not like stagnation.
is
There may be many good candidates in one position
department and competition for a better
strong. An individual can make a lateral move internally or a
lateral shift to another
organization.

Many teachers join newly created make upward

departments in the same positions and then
movements.
 Planning
gand Development: An Analysis
Career 219

Keep skills current.

Akans in the workplace are changing very fast and the boss like those who
have more adaptability
and flexibility. The Peter principle of promotion state that a man is promoted up to his level of
incompetence. Employees arepromoted based on their successin the previous position.Employees
ae nromoted according to their current progress rather than the required skills and aptitude. One
may be good in his current position, but he may not be eligible and competent for the next higher
nositionunless he is updated. Peter was in favorof higher pay, not promotion. Most
people like to
receive promotion because it increases their pay and status although they know they are not
eligible or unqualified for the nest upper position. As an employee one needs to update his skills
regularly and this can increase his value to the organization. Obtaining additional training and
skills are important for moving up He must know the ins and outs of his job.
the next level.
University graduation is not the end point of learning. Learning is a journey with no destination.

So continuous learning is essential for advancing onescareer. Self-education is the best way to

keep up to date. Remember it is the individual responsibility to manage his career.

Keep a positive attitude.

An individual's chance of getting promoted willincrease if he can keep his control under stress.
He acts as a role model and tries his best to solve problems. A positive mindset benefits a person
professionally. Positive people are optimistic and more energetic.

Knowledge of office politics

In his Politics, Aristotle human beings are by nature political animals ( Aristotle.
contends that

the power of speech and moral reasoning.and he has

1998). Because man is a social creature with
and that
an instinct toward a relationship with others" . He argues that man is naturally sociable
various political associations to satisfy their social and economic
they are naturally drawn to
or threat
needs. Aristotle man is animal, and this indicates politics is violence
also advocates that

of violence that is the animal side of

human behavior. Political skill plays a big role in the career
as selection, promotion,
Success of an individual (
Judge, 1994). Many HR decisions such
Politically like-minded
placement demotion, and termination
are made on political consideration.
important positions in every country.
people areplaced or deputed in different

10. Tips to be Popular with Your Colleagues

Introduction
with
favorableand congenial relationships
We would be popular at the workplace because
like to
or coworker
make our workplace less traumatic. A colleague
is an associate
CoWorkers/colleagues
a group of
a similar rank or status. also refers to anyone within
It
m a profession or office with
to be liked. We are social
work together.
our boss a colleague. We want
We cannot
Pople that
connected to others as
that we would want to be as positively
aures, so is only it natural
many companies is the ability to work as a
most important hiring eriteria for
PSSible. One of the with others. Teamwork
do not play well
us have colleagues who
he Player-yet so many of personalities. Because they undermine
produces do not liketowering
synergy. Colleagues
An employee spends much of his time
positive

CS intelligence and suffer from superiority complexes.

220 Contemporary Issues in Human Resouree Manageeut

with his colleagues or superiors. He may sometimes encounter an overbearing hoss or nute
colleagues. Frietions and conflicts within an organization damage relationship. Podux trvty

depends on collaboration and cooperationamong the members of an organization. learnny lo y

cultivate productive work relationships, an employee can accomplish nmore while also cnjoying a
more professional office environment. Most of us wish to be liked and loved. People do not like
toxic colleagues and friends. Being amiable is extremely vital in the workplace for accelerating
our career success. For many reasons, it is difficult to be liked by everybody all the time. People

are guided by their self-interest and when interest is served, many colleagues ruin strong

relationships. We expend more time with our coworkers than anybody clse in our lifetmes.

Acceptable and popular colleaguesare more likely satisfied and productive. Many people njay
working with a good coworker. Here are a few tips that help an employce form better

relationships with superiors, colleagues, subordinates, and clients.

1. Have a positive attitude: Supervisorsand colleaguestrust a coworker who is holding a positve

mindset.Mentally, when we have a positive attitude, we are more alert, have less stress, and
are at a lower risk of depression and other mental health problems. We should look for the
positive in every situation. Pessimists don't win many friends.

2. Be a patient listener: Listening skills are especially important in supervisory relationships. Itis

not always possible to resolve all grievances, but employees like to know their complaints and
concerns are being understood. Listening to and taking interest in employees' grievancescan
significantly increase their satisfaction. Dale Carnegie rightly pointed out.," the most
importantcommunication skill is also the easiest: listen". Unfortunately,people enjoy talking,
not listening.

3) Be supportive: Supportivecolleague is the source of job satisfaction. Colleagues like you most
when they find you more supportive. A
supportiveenvironment is mutually beneficial. You
can offer something before you ask for something from others.
People with a helping
mentality are likely to be more popular.

4) Be cheerful. Nobody likes a gloomy or irritating person.People avoid toxic colleagues. We like
people who make us laugh. We can make a great impression on
people by making them laugh
so focus on the best way you know to be funny,but make sure your humor
is safe for work.

5) Do your own job well. We love a person who does his job with utmost sincerity. Boss does
not someone who always defends himself by showing lame excuse. Boss likes
like
someone
who is a self-starter. Give topmost priority to your work. Members of a group
or team do not
like someone who slows down the team's productivity.
Talent is not enough to do a job, in
many cases hard work beat talent. Try to be a perfectionist. Reliability,
dependability, and
consistencywill build a reputation for integrity, decency, and reliability in the years to
come.
6) Recognize. Do not be a miser in appreciating a person's contribution and good performance.
People like to be appreciated. When we appreciatesomeone's he or she
assistance, is more
likely to be honored and ready to help in the future. Appreciation is a strong feeling ot
thankfulness, gratitude, or recognition of worth or excellence. We express our gratitude by
telling Shuker Alhamdulillah.
)
Career Planning

friendly
and Development: An

Empbasizing shared values and

Analysis

interests. People with common

and cooperative.Shared valuesare interests and values are more
adopted by all members of an
organization.
221

8) BeNice. It might sound simple but

being nice to people really is a great way to
become liked. It
does not take much -
it is often
straightforward courtesy and a kind word. It is
important to be
nice. Say nice things about
other people instead of nasty
things.
9) Focus on similarities. Like-minded people are more attractive. We tend to like people who are
like us in terms of values, perception, and personality.
So, find shared interests with your
colleagues and avoid talking about subjects you disagree on.
10) Greeting someone with a smile is the simplest way to show
them that you are sincere and
likable. Your smile will come across
natural rather than forced.

11) Avoid competition when possible.

It is unfortunate but true that most offices in the world are
operating highly competitive environment. Workers are competing
in a
for promotions,
recognition, and sometimes just for pride. But the
moment you come to be seen as a competitor,
people will shy away from you and may even come to resent you. Don't
create any unnecessary
competitions, on a small scaleor large scale.

12) Provide help and ask for a favor. We feel better about the people who help us as well as
the
people we help. As a result, the more we help other people--and the more they help us. Be a
giver first, not a taker. Once you help someone, he feels obligated to give a return. This will
build a strong friendshipand asa result, we will be more likable.

13) Treat your co-workers well. Be empathetic, not sympathetic.We must have the ability to
understand and share others'emotions and feelings. We are expecting people to be
supportive,
approachable, optimistic, and fruitful. Go and do likewise. Popularity even can with go
toughness if we treat pcople with respect and dignity. Good colleague coaches and mentors
those around him. He generously shares his expertise and experiences. Knowledge is only
power when it is shared.

14) Never atack or blame. We tend to play the dirty blame game. When anything goes wrong few
employees feel it convenient to put blame on others. Engaging in a blame game makes an
employee unprofessional and unable to take more responsibility. It is a self-protective
mechanism to protect one's self-esteemby avoiding his responsibility. Allah says in Surah Al
Hamzah, "Misfortune/disasterto every backbiter, defamer, slanderer".

15) Be approachable. An one who is welcoming. friendly, and easy to talk

approachable person is

to. They make people feel comfortable around them and gain trust easily. Friends and
coworkers often find them interesting und engaging to communicate with. Making yourself
approachable in the workplace can also improve your relationships with your coworkers. If
you work in a closed office, be sure to keep your door open, when possible, to let your
colleagues know you are available.

l6)Always be kind, never rude. Kindness costs nothing but brings many things. Treat colleagues
from other factors of
with respect and dignity. People deserve to be treated differently
production because they are of higher order in the universe. Rude behavior makes a person
unpopular. Try to make pleasant conversationswith your peers. Do not respond to arrogance
 Contemporary Issues in Human Resource
222
Management
this will make the situation more toxic.
with more arrogance because Arroganceis
also a
defense mechanism. Arrogance is lack of empathy and the ability
a to see thingsfrom
other

points of view. We have a hatred for arrogant people.

17) Be honest about your capacity. Do not exaggerate your capacity or ability. Some
tell lies to make themselves look better. Do not exaggerate your value or
colleagues

importance because
other coworkers know what you are doing for the organization. Your work will
speak
the action is louder than word. Nobody likes a boaster. We have limitations and we because
musttry
to overcome those limitations. An intelligent person is one who knows what he does
know. Socrates said, "Asfor me, all Iknow is that know nothing". Some of us tendI

overestimateourselves and undermine others. In Surah Alaq, Allah says, "I taught
man whar
he did not know, indeed man transgresses or goes astray
because he sees himself self.
sufficient'" Do not underestimate the
intelligence of people. People have a lot of positive
potential. Help others so that they can make the best
use of their talents. People should be
considered as socialand intellectual capital capable of making
development
18. Some people have a habit of taking all and blaming outside factors for negative events.
credit
'Success is mine and yours' is a bad habit. Many people suffer from self-serving
failure is
bias. Give others credit for success. Every time when
footballsuperstar Messi won the best
player award, he gave credit to his teammates and spectators.He is willing
to help his team
succeed, thus meeting the team's goal. He has a superb ability to
work on team a

Performance is higher if there is strong teamwork. Talent wins the game

but teamwork wins
the championship (Michal Jordan). A good coworker works forthe good of the
whole.

19. flexibility and adaptability. The working environment is changing very fast and a colleague
must have the right kind of skills to cope with the changing situations. He needs to be
prepared to meet those changes with a positive attitude. Willingness to learm to inerease
flexibility. He is open-minded to new ideas, and he shares his thought and insight with other

collcagues. An employee is more likable if he has the ability to generate more innovative
ideas. ldea generation is the foundation of any innovation. Flexibility improves his

employability.

20) Do not gossip or talkbehind people's backs. Gossip means telling and saying something ta
isnot as being validated/confirmed as true. People gossip because they need to feel ae it

and worthy. People love to gossip. Gossiping in our leisure time is a part of our oftice
We enjoy gossiping. It is a human character. A gossip is a form of abuse. is difficult te It

taking behind others backs. For example, If Rahim gossips about you with
talk behind's
Kanns
Rahim probably gossips about Karim with you. Why do people gossip or to
entertaining
back? Gossip is toxic and breeds ill will. Nearly everyone does it because it is
say nasty words about others, whom we like less or feel jealousof. Through gossipinnge in in

spreading negative things about others, strengtheningour positions in a group.

We engage his
and
a candidate
for post a

negative gossipingto destroy others 'image. Forexample, X is istalking

Backbiting
or her opponents say bogus and harmful events about his character.
maliciously about someone in his absence.
to elicit sympathy.
someone to take revenge. People gossip against someone
People gossip about
we apprecite
Many employees have a bad habit of criticizing or defaming others back although
 Planning and Development: An
Career Analysis
223
Las in theirpresence. They are very
friendlyand say nicely to our faces or
sayso many trash or bad in front of us, but
things behind our backs. Psychologists
talk badly about you because
explain this human behavior.
they are bored and insecure. They
wOu will give them the
act nicely to you in
information they need to gossip. It is better to
person,
avoid them. There is no
aed to socialize with this type of person. Do not give
away any personal details. In major
eligions backbiting is considered a sin.
Allah strongly forbids backbiting, and He compares the
hackbiter to onc who eats the flesh of his
dead brother Quran, Surah Huzurat). ( Backbiting is a
hio sin. In slandering and
backbiting the sinner willnot be forgiven unless he
seeks forgiveness
from the one whom he wronged. Secret slander is the
essence of backbiting, and it is strongly
condemned in the Bible. In Buddhism, backbiting goes
againstthe idea of right speech. We speak
Doorly about someone with other coworkers and request to keep
it secret. Passing on the secrets of

other colleagues but asking or requesting you to not eak them

out is an example of gossip.
Ultimately nothing is kept secret. Colleagues come to know everything one way or another.
Coworkers will get woried about hearing what others say about them or and this will damage
good working relationships. Gossiping is not always bad. Constructive gossip is innocent because
it is not motivated by sadism or an active desire to destroy someone else. It is motivated by
boredom and laziness. It relieves our tension and anxiety.Gossip changes and modifies people's
opinions and behavior.

11. Making Your Boss Happy

Introduction

Making the boss happy is important for one's career advancement and happy working life. To make
our careersuccessful we need a mentor, and a boss plays the role of a mentor. Unhappy bosses are
often stressed or fearful; so, it is important to have the right boSs.

Tips for making a boss happy

ldentify common areas of interest for you and your boss. You must understand what your boss
the completion of an
likes mostand prepare yourself accordingly. If your boss is passionate about
happen. Deferment or delay makes you
assignment, then put your best efforts to make
it

expectations, and preferences of his superior.

unpopular. An employee must know the necds,
make the life of his boss easier if he
Unhappy bosses are often stressed or fearful. He can
not forget or
understands how he or she fundamentally operates. As an employee, you should
manager in achieving his/her goals.
there to support your
Ignore the boss's goal. In fact, you are

help us to collaborate
Meeting deadlines popular. Finish work on time. Deadlines
will make you
projects on track. To set
to keep complex, multistage
Oward achieving a shared goal, and means that we
expected to deliver and when. This
Deadlines make clear what we're
Cxpectations.

Can take control of our work, free of confusion.

People do not like
Every boss loves a problem solver.
Ine rule is to offer solutions,not problems. to
capability. It is essential
have much problem-solving
those who
Problem employees. Boss likes
the
Solve a problem without telling

Identify challenges in advance and address them properly.

boss beforehand.
 Contemporary Issues in Human Resource|
224 Managenent

when they try their best to make their

excellently managers
Employees are treated sucCessfu.
be consistent. People their
who are liable
actions for
and follow up
Words and actions must on
all bosses like reliable and
their commitments are dream employeesand committecd
employces
In Surah Imran, Allah Says, "Whoever fulfills his commitment &
fears Allah; then indeed. Al
loves those who fearhim". Do not break your commitment.

An employee should know his company and his Industry. We should consider our company as ue
love our family. We must know the vision and mission of our organizations and acauirs

knowledge and skill to materialize those visions and missions. We must know the demands ad
expectationsof our customers and other stakeholders and work hard to meet their expectations

You are a key subordinate when you have more ability to add value to the organization. If ven
want your boss to love you, you will have to reveal how you are critical to their personal success
and the company. Do yourjob with much care; your boss will love you if you do great work
Get to work early. If you come
the office early, you will be perceived by your boss as more
to

dutiful and more meticulous, and you may receive excellent performance ratings than those who

come to the office late. This also creates a good impression.

Agree with your boss as much as possible. There is a saying, that the boss is always right. But

keep mind- the agreement does not at the cost of compromising your own values. Consider
in

argument as a different outlook. Do not be a yes man. Do not be any man if the boss comes up
with a new and noble idea. Express disagreement politely and professionally.Speak and react in a

calm way even when bosses are highly agitated. Be as supportive as you can in controversial

situations,even if you really do not like your boss's behavior.

Respect your boss's time; do not stand at his or her desk chattering away when clearly, they are

busy. Nobody likes a crabby, complaining, gossipy co-worker or employee.

Make your boss look good. Realize that boss's success is your success. You are in the

organization to make theboss successful.

If you are disrespectfulto the boss, it does not hurt anyone but you. So, whether you think he is a1

idiot or if you have no respect for him does not matter at all. You need to figure out how

manage your relationshipwith the boss to get what you want.

Help your boss. The boss can succeed with the help of their employees that work as a team. b

key subordinate. You are in the organization to make your boss successful.
subordinates
Key subordinate managers or executives play the role of connecting superiors and
within the top management team. Prove that you are trustworthy.
will

to other people
Do not complain about your boss to others. Complaining about your boss to light.
comes
destroy your faithfulness and loyalty. Nothing is kept secret. Ultimately everything office
to give into
sooner or later. It is self-defeating to criticize boss. So, resist the urge

complaining. It is betterto appreciate boos to others.

Career Planning and Development: An Analysis 225
1ogk at the situation from your boss's point of view. An intelligent
employee constantly places
bimself in other's situations. This tendency makes it
easier to understand why his colleagues are
doing what he is doing andrespond appropriately.
Re good in communication.
Itis an important basis to build an excellent relationship
between
and the boss. Ask for feedback and seek guidance. Fear
wOurself
is the main reason why many
nlovees are reluctant to communicate with their bosses.
Effective communication helps a
person promote his career.

Bea reliable teammate. It is important to be a team player at work. An awesome teammate holds a
nositive attitude. Be positive, enthusiastic, and willing to see the good in everything. Teamwork is
agreat soft skill that helps a lot in our career success and future job opportunities. Focus on the
team's successrather than your own. It will also make us more likable.

Do not talk about personal drama with your co-workers. Do not bring family problems into the
ofice. Leave family, relationships, and money troubles at home. Don't complain about your
workload,your compensation, or your coworkers. Don't demand constant praise or attention. Do
your job (and more if possible), do it well, and do it cheerfully and carefully.

Do not wait until the last second when there are problems. Be a self-starter. Do not be a laggard. A
laggard is a person who makes slow progress and falls behind others. Do not show lame excuses
for the failure. Be organized,punctual and well disciplined.

Be honest in your dealing because credibility is an important asset. Even simple lie damage your
credibility. Stick to the truth at any cost. A liar is always a liar. Credibility once lost, is lost
forever.

Take responsibility for both success and failure. Do not put blame on others for the sake of your
career. Take responsibility for making any mistake. We
make mistakes. Owning up to your
all

mistakes will show your integrity to your boss and as well boldness. Leam from mistakes and

consider mistake a source ofexperience.It is a mistake to make the same mistake frequently.

Avoid behaviors such as gossiping and backstabbing.When we knowingly accept and

destructive
that involves us in the
listen to other people talking badly and spreading gossip about others,

backstabbing crime. Backstabbers are often insecure or jealous of you. Backbiting is talking
maliciously about someone in his absence, but the same person appreciates or praises him in his
strongly forbids
presence. In major religions backbiting is considered a sin. Almightily Allah
backbiting, and He compares the backbiter to one who eats the flesh of his dead brother Quran, (
Surah Huzurat).

Grcater mean more exposure to your boss and opportunities to work on projects
responsibilities

critical to him or her. Giving more responsibilities means you are more
competent and reliable. Try

lo be a key subordinateand make yourself indispensable. You must prove your worth to your bosses.

12. Career Development: Meaning, importance and Indicators

people. People are
lopmanagement and employers must realize that performance is through
of talented employees to
ewed as an important source of competitive advantage. The
intention
 226 Contemporary Issuesin Human Resourve
Maagenwnt
depends on how well their employers take care
stay in an organization of thenn. We
slhouuld
manage our careers otherwise careers will manage us. It is true that an individual
to plan his career, but in today'sturbulent and extremcly cmplyee s
mainly responsible uncertain
of wurld
work, it is also the employer's provide his talented employces with
responsibility to
learning opportunities. The organization must create a learning continuous
environment where people
motivated for continuous learning, and they must be rewarded accordingly. It is deeidod will be
teacher the University Dhaka will not get promoted without a Ph.D.
of
degree.
at
abroad involve huge costs. Now Dahaka University is Higher studies
also providing teachers with necese
fundsto perusea higher degree abroad under the "Bangabandhu Overseas
Scholarship'scheme
Why is a career
development program so important? Career development
is viewed as an
important business strategy that helps
organizations to survive in a competitive
business environment.A career and global
development program is a modest effort to
between an organization's workforce make a perfect balance
requirements and individual career needs. Both
and individual employee can meet organization
their goal simultaneously.

Organizations focus should be on the

employability of their people because the
environment is working
becoming more dynamic and complex for
many reasons such as globalization,
technological advancement, and downsizing, Employees
can face new challenges at the
place when their employability is working
high. Organizationsneed to
their employees according
update the skills and competence of
to the job profile. This will
enable employees to reach a higher
the organization. level in
Organizations need to be proactive in
designing and implementing career
development programs for their
employees. Organizations must have
kind of skills to get the job employees with the right
done and fill vacant positions. It is
expensive and time-consuming to
hire experts from external sources.
The supply of talented people is
always possible to hire talented always limited. It is not
people from outside the
organization. To avoid this difficult
situation, organizationstake
controlof the careers of their already
existing employees and foster
succession planning to fill the topmost
positions. The main goal of a Japanese manager is not only
to make a profit but also to develop
good successors.Many organizations
prefer to promote their
already existing employees to a
specific position as they are already aware of the
culture and do not need to be organizational
trained.

Thus, it can be concluded that both the organization

and employees have a joint responsiblity to
take measures develop the careers of their employees.
to
Let us now define career developmen.
From this perspective, career development is a
process where both employees and employers are
exerting efforts to build an advantageous
environment so that employees can achieve
theu
objectives at the same time. A career development program
is a planned mechanism to integralea
series ofactivities related to individual career
planning by the employees and organizational car
management for the employees( Betz, 2022). According to Middlemist, Hill and
Greer (20
"Career development is a process of planning the series of
possible jobs one may hold
organizationover time and development strategies designed to
provide necessaryjob Skilis a
ppOrtunities arise". It is a process of choosinga ,
career improving skills and advanclng , ont
(
career path Mckay, 2021). Through this, an employee is better equipped to deal with his Pp

and future roles. An employee can choose a and

career that is fitted with his personality, skills,
interest. Through career development programs
organizationsprovide their employees e the
the
necessary support so that they can successfully make movements to a within
new pposition
Career Planningand Development: An Analysis 227

organization. There are five stages involved in the career development cycle ( Super and Hall.
Decenzo and Robbins, 2008). These stages are cxploration, cstablishment, mid-carcer.
1998;
late-career, anddecline.Career devclopment begins when someone is young, and the process can
extend over a lifetime. People change constantly and,thus, view their carcersdifferently at various
stages of their lives. Some of these changes result from the aging process and others from

opportunities for growth and status.

Organizationscan use many tools to develop the careers of their employees. This support package
consists of many development tools such as coaching, education, training, individual assessment,
SWOT analysis,psychosocial testing. promotability forecast, individual counseling, mentoring,
career planning workshops, career seminars, job rotation programs, carecr aptitude tests, career
testing, and career pathing. These programs are usually facilitated by HR functions such as
learning and development, talent management, or recruiting. HR managers are responsiblefor

designing and developing an effective career development system for their organization. HR
tools and activities for their
managers must have complete knowledge about these developmental
that is designed to meet the
proper implementation. A career development system is a mechanism
objectives and expectations of both organization and the individual employee.

Experts use many indicators to measure the effectiveness of career development programs (
the actual results, b) greater
Juneja, 2018). The major indicatorsare a) matching the standard with
between Employee and Organization Requirements
self-awarenessamong employees) the balance
Indexes ( for example, improved employee
and Objectives and d) changes in Performance
morale, reduced turnover rates, reduced employee
performance ratings, improved employee
and reduced time to fill job openings are other
absenteeism, increased promotions from within,
a career program).
positive indicators for measuring the effectiveness of
many organizations. Teams are
gaining popularity in
Career development through teams is

among the team players are necessary for the

assigneda project, so harmony and coordination and
Teams play a very important role in the individual
growth and prosperity of an organization.
are understood and exploited
career development of the team members. If team dynamics
exponentially. Team members can
collective development will happen
properly, individual,and
flexibility and adaptability.
that can result in better staffing
exchange skills and competencies tool for individual career
acting as a very powerful
Teams can thus be geared towards and those of their peers.
where team members can enhance their own work skills
development, team payers create barriers
are selected objectively, otherwise,
Team wins when team members
for skills transfer.
career development of an individual
(.

There are many

and external factors that affect the
internal
that may hinder
2008; Walters, 1998). These factors create challenges
Perez, 2017; Agarwala, affected by many
development. Career decision-making is generally
career progress and in making an
these influences can help
and external factors. Understanding
natural/inherent These are a) personality type,
can have long-term implications.
intormed career decision which mental abilities or limitations
c)
and work-related values, b) physical and
Interest and aptitudes, and g) fear of change,
f) financial obligations,
e) lack of qualifications, condition of the
age,d) family obligations,
about goals. I) economic
or self-doubt and uncertainty
h) lack of confidence
company.
 Contemporary Issuesin Human Resource
228 Manageme

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