Pengembangan Karir

Summary

In this lecture on Human Resource Management, Amelia Haris Nasution discusses career development and management, emphasizing the importance of career planning and growth within organizations. She outlines different approaches to career development, including both individual and organizational perspectives. The lecture also covers career stages, factors influencing career growth, and the roles of managers in facilitating employee career advancement. Key topics include career planning, individual self-awareness, organizational support, and the impact of training, education, and experience on career trajectories. The session aims to equip students with a deeper understanding of how to navigate and support career development processes.

Takeaways

• 😀 Career development can be viewed from two main perspectives: as a progression within an organization or as an individual's personal growth and accumulation of experiences.
• 😀 Career refers to a series of work-related experiences, jobs, and activities that shape an individual's attitudes and behaviors over time.
• 😀 Career development involves both individual efforts and organizational support to help employees grow and advance in their careers.
• 😀 Career planning is an individual-driven process focused on identifying career goals, while career management involves organizational efforts to develop and manage employees' careers.
• 😀 Career planning consists of two elements: organizational career planning, which focuses on job progression within the organization, and individual career planning, which helps employees assess their skills, interests, and goals.
• 😀 Career development is highly dependent on both material benefits (e.g., salary increase, benefits) and non-material benefits (e.g., social recognition, job satisfaction).
• 😀 Career management includes gathering relevant information about career progress, identifying personal strengths and preferences, and developing strategies to achieve career goals.
• 😀 An effective career development process involves individual self-assessment, counseling, job choice, and organizational support through recruitment, performance evaluation, and development programs.
• 😀 Factors influencing career development include job performance, organizational policies, training, education, loyalty to the organization, and interpersonal skills.
• 😀 There are three main career development models: the Life Cycle Model (which sees career progress as predictable), the Organization-based Model (which emphasizes learning and career stages), and the Directed Pattern Model (which guides individuals in decision-making about career progression).

Q & A

What is the primary focus of this lecture?

The primary focus of this lecture is career development and employee career management, including the relationship between training, career development, and human resource management.

According to Greenhouse, what are the two approaches to understanding a career?

Greenhouse outlines two approaches to understanding a career: the first views a career as a series of steps or stages within an occupation or organization, such as a career in law. The second approach sees a career as an individual property, focusing on personal progress and achievements, where career advancement depends on individual experience and accomplishments.

How does Gibson define a career?

Gibson defines a career as a sequence of experiences and activities related to work, which shape an individual's attitudes and behaviors.

What are the objective and subjective elements of a career?

The objective elements of a career relate to job policies and positions determined by the organization. The subjective elements focus on an individual's ability to manage their career, including changing their job or role and adjusting their expectations.

What is the significance of career development in relation to individual growth?

Career development is crucial for individual growth as it involves personal development that helps an individual achieve career goals. It includes gaining awareness of one's skills, interests, knowledge, motivation, and other characteristics to identify opportunities and make informed decisions.

How does career planning differ from career management?

Career planning is an individual process where one sets personal career goals and determines the steps to achieve them. Career management, on the other hand, is the organizational process of designing and implementing career development programs that align with both individual goals and organizational needs.

What are the key elements involved in career planning?

Career planning involves two main elements: organizational career planning, which integrates human resource needs with career development activities, and individual career planning, which helps an individual identify their skills, aspirations, and goals.

What are the stages involved in the career development process?

The career development process involves planning, implementation, and monitoring. It starts with gathering relevant information about an individual's progress and the job market, followed by setting realistic career goals, and finally developing and implementing strategies to achieve those goals.

What are the factors that influence career development?

Factors influencing career development include work performance, organizational policies, mentorship, education, loyalty to the organization, and interpersonal relationships.

How can managers contribute to career development within an organization?

Managers contribute to career development by acting as coaches, providing feedback, offering guidance on career decisions, helping set goals, and connecting employees with resources that can help them achieve their career aspirations.