This document discusses career progression and training options. It covers topics like career definition, components of a career including jobs and titles over time. It also discusses career ladders as a structured sequence of job positions within an organization. Managers and supervisors are responsible for facilitating employee career development through performance reviews and identifying goals. Training options covered include coaching, mentoring, rotation/cross-training and formal training to develop skills in areas like supervision, leadership and software. Questions are provided about career progression suggestions for a new college graduate and training approaches for an employee lacking confidence.

1. CAREER PROGRESSION

2. Topics of Discussion
 CAREER
 PROGRESSION
 ROLES & RESPONSIBILITIES
 ORGANIZATION’S ROLE
 TRAINING
 TRAINING OPTIONS
04/11/12 11:09 ©Anuj Thakur 2

3. CAREER
 DEFINITION
 COMPONENTS
 CAREER LADDER
04/11/12 11:09 ©Anuj Thakur 3

4. DEFINITION OF CAREER
 THE PROGRESS & ACTIONS TAKEN BY A
PERSON THROUGHT OUT A
LIFETIME,ESPECIALLY RELATED TO THAT
PERSON’S OCCUPATIONS.
04/11/12 11:09 ©Anuj Thakur 4

5. COMPONENTS
Career is often composed of
 JOBS HELD
 TITLES EARNED
 WORK ACCOMPLISHED over a long period of
time.
04/11/12 11:09 ©Anuj Thakur 5

6. CAREER LADDER
 STRUCTURED
SEQUENCE OF
JOB POSITIONS
THROUGH WHICH
A PERSON
PROGRESSES IN
AN
ORGANIZATION
04/11/12 11:09 ©Anuj Thakur 6

7. PROGRESSION
 PROCESS OF PROGRESSING
 MOVEMENT FROM ONE POSITION OF A
CONTINUOUS SERIES TO THE NEXT
04/11/12 11:09 ©Anuj Thakur 7

8. ROLES & RESPONSIBILITIES
 WHO IS RESPONSIBLE FOR AN
EMPLOYESS’S CAREER
PROGRESSION?
 HOW IS THE DETERMINATION
MADE THAT AN EMPLOYEE IS
READY FOR CAREER
PROGRESSION?
 WHY ENCOURAGE EMPLOYEE
CAREER PROGRESSION?
04/11/12 11:09 ©Anuj Thakur 8

9. WHO IS RESPONSIBLE FOR AN
EMPLOYESS’S CAREER
PROGRESSION?
 Managers/Supervisors
 Career Planning is shared
b/w an employee and an
Manager/Supervisor.
 Manager/Supervisor role
is continuous throughout
the employment
relationship.
 Provide Leadership in
facilitating an employee’s
career development.
04/11/12 11:09 ©Anuj Thakur 9

10. HOW IS THE DETERMINATION MADE
THAT AN EMPLOYEE IS READY FOR
CAREER PROGRESSION?
 Employees should establish
performance standards.
 Employees are responsible to identify
career goals.
 Expand their knowledge and skills
through proper training, counseling,
meetings and mock sessions.
04/11/12 11:09 ©Anuj Thakur 10

11. WHY ENCOURAGE EMPLOYEE
CAREER PROGRESSION?
 Creates an environment of learning and
growth for staff in every aspect.
 It leads to more job satisfaction.
 It leads to overall growth of the staff.
 Providing opportunities for growth can
also be an effective retention strategy.
04/11/12 11:09 ©Anuj Thakur 11

12. Training
It can provide individuals with
 Skills needed in areas such as
3. Supervision
4. Leadership
5. Computer Software Skills
6. Soft Skills
7. Company Policies
8. Budgeting
9. Presenting
04/11/12 11:09 ©Anuj Thakur 12

13. TRAINING OPTIONS
 COACHING
 MENTORING
 ROTATION/CROSS TRAINING
 OPTIONS
04/11/12 11:09 ©Anuj Thakur 13

14. COACHING
 Managers/supervisors may serve as coaches to assist individuals
in attaining career goals.
 Coaching consists of a combination of ongoing as well as
spontaneous meetings between supervisors and employees to
discuss the employee's career goals and professional
development.
 Meetings occur between supervisors and employees to discuss
the employee's strengths and areas for improvement and
learning, as well as to identify barriers to performance.
 Both the supervisor and employee should work together to
identify barriers to successful job performance and discuss
strategies to overcome these.
04/11/12 11:09 ©Anuj Thakur 14

15. MENTORING
 Consists of a developmentally oriented relationship between a
senior and junior colleague or between two peers.
 Mentoring can occur at all levels of the organization.
 IT involves
4. Advising
5. Role modeling
6. Assisting
7. Development of technical and interpersonal skills
 Mentor can provide another less experienced employee with
the opportunity to gain new career insights and to look at
other career options.
04/11/12 11:09 ©Anuj Thakur 15

16. ROTATION/CROSS TRAINING
 Assists employees in learning new skills.
 Understanding the responsibilities of
other positions within the organization.
 Helps employees to become more
flexible in their current jobs.
 Rotation also can assist with
maintaining service during an
employee's absence.
04/11/12 11:09 ©Anuj Thakur 16

17. OPTIONS
How is the best training option
selected?
 Consider the type of training that will benefit
the employee in his or her present job or that
will enhance opportunities for professional
development.
 The training choice may be formal training or
a combination of the types of training.
 Work as a partner with the employee to
develop the training plan, which matches his
or her interests and needs.
 Use the performance goal setting sessions to
begin discussions about career development.
04/11/12 11:09 ©Anuj Thakur 17

18. QUESTIONS
 You are the Manager
2. You have a college graduate working on
your project. She has never worked
anywhere before. What Career Progression
suggestion will you give to her?
3. Mr. X is working as a manager in one of the
reputed organization. He lacks confidence.
What training style should be adopted in
order to produce desired results?
04/11/12 11:09 ©Anuj Thakur 18

19. RESOURCES
 Manuals from
2. Ohio State University
3. GOOGLE
4. Harvard Business Review
04/11/12 11:09 ©Anuj Thakur 19

20. 04/11/12 11:09 ©Anuj Thakur 20

21. Presented By:
ANUJ THAKUR
HRAGI306
Quality Department
04/11/12 11:09 ©Anuj Thakur 21