Administration

1. By / MahmoudShaqria‫محمود‬
‫شقريه‬ ‫محمد‬

2. outlines
 Career management
 Career planning
 Career Development
 Career Ladders
 Career path
 Career mapping
 career adaptability

3. Introduction
 Nowadays, the world of work is characterized by change. People need to
comply with changes in order to perform optimally in the global market.
 It is even more important for them to be creative and adapt to the diverse
workplace culture in the boundary less career world.
 As successful workers, we need to learn new skills to be competitive for
different tasks in our jobs.
 As successful managers or leaders, we need to learn new ways to manage
our own career.
 To be able to found a job, keep the job, transition successfully, and
search for personal meaning of life–these are all important career tasks.

4. Career management

5. Definition of Career management
 Is the process through which employee:
*Become aware of their own interests, values,
strengths, and weakness
*0btain information about job opportunities within
health care organization.
*Identify career goals
*Establish action plan to achieve it.

6. Importance of career Management
 Staffing inventories. Effective career management will help ensure a
continuous supply of professional, technical and managerial talent
 staffing from within. Because of the many potential advantages of
promotion from within, most organizations like to promote employees
when positions become available.
 Peter Principle: Observation that in a hierarchy people tend to rise to
"their level of incompetence.
 Solving staffing problems:
 First, a high rate of employee turnover may be caused, at least in
part, by a feeling that little opportunity exists within the
organization.
 Second, recruiting new employees may be easier

7.  Satisfying employee needs.
 Enhanced motivation..
 Employment equity.
Guidelines demand fair and equitable recruiting,
selection and placement policies and the elimination of
discriminatory practices concerning promotions and
career mobility

8. The Career Management Process

9. Self-Assessment
 Use of information by employees to determine their
 career interests, values, aptitudes, and behavioral
 tendencies
 Often involves psychological tests
Reality Check
 Information employees receive about how the
 company evaluates their skills and knowledge and
 where they fit into company plans

10. Goal Setting
 The process of employees developing short- and long
term career objectives
 Usually discussed with the manager and written into a
development plan
Action Planning
 Employees determining how they will achieve their
short- and long-term career goals

11. Implication of career management

12. Employees’ Role in Career
Management
 Take the initiative to ask for feedback from managers and
peers regarding their skill strengths and weaknesses
 Identify their stage of career development and development
needs
 Seek challenges by gaining exposure to a range of learning
opportunities
 Interact with employees from different work groups inside and
outside the organization
 Create visibility through good performance

13. ResponsibilitiesRoles
Probe problems, interests, values, needs
Listen
Clarify concerns
Define concerns
Give feedback
Clarify health care organization standards
Clarify job responsibilities
Clarify health care organization standards needs
Generate options, experiences, and relationships
Assist in goal setting
Provide recommendations
Link to career management resources
Follow up on career management plan
Coach
Appraiser
Advisor
Referral agent
Managers’ Role in Career Management

14. Career planning

15. Career planning
 Career planning is a subset of career management.
 “ Career planning is an ongoing process whereby an
individual sets career goals and identifies the means to
achieve them”.

16. Provides career goals and paths:
 It is needed to provide career goals and career paths to
an employee.
 It provides clear future directions in terms of career.
Develop competencies:
 It motivates and encourages an employee to develop
competencies for higher level jobs.
 The competencies can be conceptual, interpersonal
and technical.
Importance of career planning

17. Creativity
 It is needed to increase employee creativity.
 It is needed for innovation in health organization.
 It can be lead to entrepreneurship within the organization.
Employee retention:
 It is needed for retention of qualified employees in the long-
term.
 This is needed to decrease costs of recruitment, selection, and
training.
Motivation
 It motivates employees for higher performance. Upward
movement in the organization is based on the quality and
quantity of performance.

18. process of career planning
Step 1. Self Assessment
 During this first step, you will use a variety of tools to gather
information about yourself.
Learn about your:
 Interests: The things you enjoy doing
 Work-Related Values: The ideas and beliefs that are important to you and
guide your actions
 Personality Type: Your social traits, motivations, strengths and
weaknesses, and attitudes .
 Aptitudes: A natural talent or an ability learned through training and
education
 Preferred Work Environments: The type of workplaces you prefer.
For example, indoors or outdoors, office or factory, and noisy or quiet

19.  Developmental Needs: Your cognitive abilities that have an
impact on the type of training or education you can complete
and what kind of work you can do.
 Realities: Circumstances that may influence your ability to train
for an occupation or work in it.
 You will identify career interests that might be a good fit for you
during the self assessment, but you will need more information
before you can make a final decision.

20. Step 2. Career Exploration
 Career exploration focuses on learning about the occupations that
seem to be a good fit based on the results of your self assessment and
any other professions that interest you.
 Use online and print resources to get a job description, learn about
specific job duties, and gather labor market
information including median salaries and job outlooks. (See also:
Employment Skills Listed by Job)

21.  After completing this preliminary research, you can start
eliminating professions that don't appeal to you and get more
details about those that do.
 This is an ideal time to conduct informational interviews and
arrange job shadowing opportunities.
 During an informational interview, you will ask people who work
in an occupation that interests you questions about their jobs.
 Job shadowing involves following someone around at work in
order to learn more about what they do.

22. Step 3. Match
 Finally it's time to make a match! During step three, you will
decide which occupation is the best fit for you based on what you
learned during steps one and two.

 Identify the occupation in which you are most interested and
one or two alternatives on which to fall back if, for any reason,
you can't pursue your first choice.

23.  Give serious thought to how you will prepare to enter your
chosen career, the costs associated with education and
training, and whether you will face any barriers, which are the
realities discussed during step one.
 Go back to step two if you find you need to explore your
options further before making a decision .
 Once you have chosen a career, you can go on to step four,
which will lead you toward your first job in your new career.

24. Step 4. Action
 During this step, you will write a career action plan.
 It will serve as a guide to reaching your ultimate goal of getting a job
in the career you deemed to be a good match during step three.
 Identify what long-term and short-term goals you will have to reach
to get to the ultimate one.
 Start investigating appropriate education and training programs,
 for example, colleges, graduate schools, or apprenticeship
programs .Then start preparing for required entrance examinations
or applying for admission.


25.  If you are ready to seek employment, develop a job search strategy.
 Identify and learn about potential employers.
 Write your resume and cover letters.
 Begin to prepare for job interviews.

26. Career Development

27. Definition of Career Development
 Career development is the series of activities or the
on-going/lifelong process of developing one’s career.
 Career development is directly linked to the goals and
objectives set by an individual.
 It starts with self-actualization and self-assessment of
one’s interests and capabilities.

28. Importance of career development
1 -Attracting top talent:
 Although the recently the US has been faced with a tight job
market, in competitive fields employers must focus their efforts
on attracting the top talent.
2-Job satisfaction:
 Employees who participate in required training courses and
worked-based development activity during work time reported
higher job satisfaction and organizational commitment.

29. Importance of career development
4- Retaining employees
 Reducing turnover: Through organizational commitment,
career development opportunities help to retain employees
and thus prevents turnover.
5-Productivity and Financial Return
 Employers can also increase productivity and financial returns
by investing in their employees via career development.

30. Career Development Process
Step 1 – Self Assessment (INSID)
 The first and most important step of this process is Self-
Assessment. Step 1 focus is on the INSIDE of a person.
 After the successful completion of Step 1, you should have a
good idea in terms of who you are and what’s most important
in your life.
Step 2 – Career Exploration (OUTSIDE)
 The second step of the process involves Career Exploration.
Step 2's focus is on the OUTSIDE of a person.

31. Career Development Process
Step 3 – Taking Action (MATCHING UP)
 Taking Action involves MATCHING UP the results of your
self-assessment results and the most supportive aspects
within significant influencing areas in Step 2.

32. Difference between career
development and career planning

33. Career Planning
 Nursing is an occupation that offers many options;
nurses may work in many different settings, specialties
and at different levels of practice.
 With so many opportunities, a career plan is helpful to
both the nursing student and the experienced nurse
who wants to make a change.
 A good plan will include your personal likes and
dislikes, your skills, your financial situation and your
goals -- whether immediate or long-term.

34. Career Development
 As a nursing professional, you want to work in an area that
motivates you and holds your interest.
 This section of NurseONE.ca offers you tools that help you
discover the kind of work that will best meet your unique
needs and skills.
 Discover your strengths and your styles of communication, of
learning and of leadership.
 Find resources to help you develop or update your résumé,
and prepare for job interviews and performance reviews.

35. Career Ladders for Nursing

36. Definition of Career ladders:
 Form of professional development allow you to develop an
individualized plan, which may include a demonstration of your
expertise in evidence-based best practices as you serve in various
roles within your organization.
 For example, you may have the career goal of moving from being
a clinical nurse to a nurse director while gaining advanced
knowledge through attending organization-based educational
offerings; participating in local, state, and national conferences;
and earning certifications and/or graduate degrees.

37.  Career Ladder – a structured series of job positions through
which an individual progresses in an organization

38. Importance of career ladders
 Clearly articulate your passions in nursing.
 Develop short- and long-term goals. Short-term goals allow you to
pursue your career aspirations without being overwhelmed by the
long-term goals.
 Research the school(s) that you’re considering to advance your
education.
 Investigate the salary and benefits, such as health insurance, sick
leave, and retirement, for the organizations that are appealing to you.
 Cultivate a professional image in the way you dress, speak, and relate
to other people.

39. Career path

40. Definition of career path
 Is a clinical stream designed to assist nurses and midwives
create their own career way , moving between streams and
steps as best suits their personal and professional goals.

41. Process of career path
There may be multiple ways to enhance your career through
education in nursing:
 Earn a bachelor’s degree in nursing
 Earn certification as a Registered Nurse
 Pursue working in the field of nursing and strive to gain a
diversity of experience.
 Tell your employer that you would like to work in an advanced
position and ask for his or her guidance in gaining appropriate
experience. In addition, determine what education and
certification requirements your employer has

42.  If you choose to, or if doing so is required by your employer, earn
a graduate degree in nursing with an emphasis in management,
administration, or leadership. Consider accelerated nursing
programs or other programs that allow you to continue working
full-time and gaining valuable on-the-job experience
 Consider earning an additional certification that certifies you to
pursue a career in nursing management, administration, and
leadership

44. Career mapping

45. Definition of career mapping
 Mapping is a process in ordaining nurses’ levels based
on prerequisites set by the hospital.
 Career mapping is an effective strategy for providing
nurses with a clear direction and a realistic time scale
for achieving their career goals.

46. Resources to career mapping in
nursing
Professional:
These are the specific talents you need to pursue in a particular
occupation.
For example, in nursing you need to be good at sciences and
communication.
Personal: These are your natural abilities to get along with others
or adapt to new situations.
They include creativity, self-confidence, tolerance, self-awareness
and more.

47. Practical:
 These are natural or acquired talents nurtured throughout life,
both at work and play, and include communicating, listening,
negotiating, conceptualizing, computing, planning , problem
solving and goal setting.

48. Transferable skills:
 Plan and arrange events and activities
 Delegate responsibility
 Motivate others
 Assess and evaluate others' work
 Deal with obstacles and crises
 Multitask
 Present material orally
 Manage time
 Repair equipment or machinery
 Keep records
 Handle complaints
 Co-ordinate fundraising activities

49.  Coach
 Research
 Manage finances
 Speak a foreign language (specify language)Use sign
language
 Utilize computer software (specify programs)Train or teach
others
 Identify and manage ethical issues

50. career adaptability

51. Definition of career adaptability
 “Career adaptability” is a term proposed by Savickas (1997) decades ago to
replace the concept of career maturity.
 Psychosocial construct that denotes an individual’s resources for coping
with current and anticipated developmental tasks, occupational
transitions, and work trauma, For adult workers, current sources of work
stress include workloads, family/personal life, communications with
peers/leaders/followers/elders, and the possibility of being fired.

52. Importance of career adaptability
 It increases life satisfaction and commitment to organizations.
 Helps individuals find quality employment and achieve career
success.
 It helps individuals get back into employment and then being
in work can actually trigger individuals to become more career
adaptable.
 it can help individuals: deal more effectively with job loss and
prepare for the unknown and overcome barriers

53.  focus on what it is that you need to be satisfied in your
career.
 To achieve synergy between the individual, their identity
and an occupational environment.
 Develop confidence and remain confident in your own
capabilities

54.  To be innovative and supportive in new business environments
 Confidence relates to believing in yourself and your ability to
achieve what is necessary to achieve your career goal.
 Stimulating or developing a positive and optimistic attitude to
the future.

55. Career adaptability process
Correlates:
 Starting first with personality, positive associations exist
between career adaptability resources and conscientiousness,
extraversion, agreeableness, and openness to experience.
 Second, career adaptability resources are correlated to other
factors closely related to the self. They are negatively correlated
to anxiety.
 Third, career adaptability resources are positively correlated to
constructs related to goal pursuit and those that result in positive
adjustment and coping.

56. Predictors:
 Some researchers have tried to establish if certain individual
characteristics or contextual factors can be considered predictors
of career adaptability resources.
 Higher levels of emotional intelligence , a sense of control a
future work self , proclivity, core-self evaluations, hope and
optimism , and a high sense of hardy control and a low tolerance
for unpredictability appear to predict career adaptability
resources.

57. Outcomes:
 Researchers have proposed several outcomes of career
adaptability resources in the categories of well-being; individual
and organizational career outcomes; and employment outcomes
modified and improved.