CAREER AND
HUMAN
RESOURCE
Kerjaya dan Pembangunan
DEVELOPMENT
Kerjaya
DCE 3117 Pengenalan
DR. NOR WAHIZA BT.ABDUL WAHAT
012 2078054
[email protected]
Career
• Professional Work (Parsons,
1909).
• Career system is
characterized by a
hierarchical career structure
with a predictable, secure,
linear career pattern.
• Such structure is no longer
adequate for planning and
developing employees’
careers (Baruch, 2006).
• Career as an integral part of
the larger system which
changes from time to time
eg. Organization (Defillipi &
Arthur, 1994;Arthur &
Rouseau, 1996).
• Contemporary career is
unpredictable, vulnerable
and multidirectional
(Baruch, 1996).
Career
• Theory of Occupational
Choice, Mid-Life Crises,
or Adult Development
Process.
• Chaos Theory
• Wave Mechanics
• Autocatalystis
Career
• Theory of Occupational
Choice, Mid-Life Crises, or
Adult Development
Process.
• Three Key Changes that
explain new career
paradigm:
- Employer-Employee
Relationship
- Non-hierarchical
movement
- Logical, sequential,
ordered career is no
longer relevent
Career
• Professional advancement
within one or two
organizations.
• Protean Career (Hall, 1996) –
Career is driven by the person
• Boundaryless Career (Arthur &
Rousseau, 1996) – career
encompasses work and nonwork horizons
• Post-Corporate Career (Peiperl
& Baruch, 1997)- Individual
careers, especially of
managers, may extend beyond
organization, even after
individuals left the
organization.
Career
Succession of related jobs,
arranged in a hierarchy of
prestige, through which persons
move in an ordered and
predictable sequence (Wilensky,
1960).
- A course of professional
advancement (Arthur &
Rousseau, 1996), which means
promotion, via hierarchical
progression within a sequence
of work positions of increasing
responsibility and seniority
over time (Anderson, Doherty
& Viney, 1998).
-
• Protean Career (Hall, 1996) –
Career is driven by the person
• Boundaryless Career (Arthur &
Rousseau, 1996) – career
encompasses work and nonwork horizons
• Post-Corporate Career (Peiperl
& Baruch, 1997)- Individual
careers, especially of
managers, may extend beyond
organization, even after
individuals left the
organization.
CAREER DEVELOPMENT
• is the ongoing acquisition or refinement of
skills and knowledge, including job mastery
and professional development, coupled with
career planning activities.
• Job mastery skills are those that are necessary
to successfully perform one's job.
CAREER DEVELOPMENT :
3 PHASES(Herr, Cramer, & Niles, 2004):
First,
schools
and
postsecondary
colleges
and
universities
provide
young
people with workplace relevant
skills, knowledge and attitudes
that prepare them for taking
their place in the world of work.
CAREER DEVELOPMENT :
3 PHASES(Herr, Cramer, & Niles, 2004)
• Second, young people acquire the
competencies to bridge the gap between
attending formal educational institutions and
settling into a life that involves full-time
employment
CAREER DEVELOPMENT :
3 PHASES(Herr, Cramer, & Niles, 2004)
• This phase largely has an employer focus,
meaning that much of this development is
aimed at organizational efficiency (Hall, 2003),
although career development in this context
can and does benefit individual employees.
CAREER DEVELOPMENT :
3 PHASES(Herr, Cramer, & Niles, 2004)
Third, development occurs within the workplace
itself, when individuals are orientated and
developed to the requirements of their
employers are socialized to the culture and
demands of their jobs, and they receive ongoing
training and guidance on how to adapt to the
changes that will occur within themselves and to
the organization