Skip to main content

Employee Career Development Strategies | PU | MBA | IV Trimester


 


Course Code

Course Title

Trimester Credit Value

Total Contact Hours

Total Marks

MGT 673

Career Development in HRM

2

36

100


Course Instructor: Dr Kishor Adhikari


Course Description


This course is designed to provide students with skills to successfully manage career development. The employment landscape is undergoing a major shift in how career development is viewed throughout organizations. Domestic and international competition as well as the public and private sector, now require employers and employees to rethink their short-term and long term career goals. Balancing these with strategies that will ensure corporate success involves a collaborative process of talent management and deployment. The course thus addresses the major strategic issue that managers face as they attempt to manage human resources across international boundaries.


Course Objectives and learning outcomes


After the completion of this course, a student will be able to:


  1. Describe and apply leading  theories of career development  

  2. Sppreciate the dynamics of employee career growth and apply to improve organization's performance 

  3. apply career development skills to recruit and retain talents 

  4. mapping employees values, interest and, motivations  and their career prospect

  5. apply coaching and mentoring approach  support employees' career growth 


Module I: Introduction and theories of career development (12 Hrs)         


Defining Employee Career Development (CD) Process; Link between HRD and Employee Career Development; Need of CD in an organization; Traditional vs. CD approch in HR; Theories of career development: Holland's theory, Social cognitive theory of Bandura, Super's career stages, MBTI;



Module II: Career Conversation (8 Hrs)


Concept of Career Conversation; Challange faced by today's Management and overcoming through CD approch; Myths about Employee Career Development & overcoming myths; Importnace of career conversation; Conduction of career conversation; Startegies of career conversation


Unit III: Talent management
(6 Hrs)

 

Building talent pipeline; Career path plan and employee retention; Career development and employee engagement; Talent management as a drive for culture of excellence; talent management in Nepal; Competency based talent management; Evaluations: Performance and potential;  

 

 

Unit IV:  Application and process of career development (10 Hrs) 


Career conversations (Hindsight; foresight, and insight); Grow with the flow; Same seat new view; Cultural shift; Advancing Action; Beyond climbing the ladder; Practice of coaching and mentoring; Employee counselling and assistance program; Appreciative inquiry; Competency mapping; People Capability maturity Model (PCMM) 

 

 

 

Evaluation 

 

 

Component 

Frequency 

% of Marks  

Attendance and Class participation 

Continuous  

5 

Quiz 

2 

5 

Article review/seminar 

1 

10 

Home assignment  

2 

5 

Case study presentation or Competency mapping project (you can choose any one)  

1 

10 

Mid term 

1 

25 

End term 

1 

40 

 

 

100 

 

Teaching methodology  

 

This course is taught with Socratic active learning approach by exploiting multiple resources such as lecture, group discussion, case studies and personal awareness groups.  

 

 

     Recommended Reading

Curtis, B., Hefley, W. E., & Miller, S. A. (2001). The People Capability Maturity Model: Guidelines for Improving the Workforce. Boston: Addison Wesley.

Haldar, U. K. (2009). Human Resource Development. New Delhi: Oxford University Press.

Mankin. (2009). Human Resource Development. New Delhi: Oxford University Press.

Rao, T. V. (2003). Future of HRD (First edition). Delhi: Laxmi Publications.

Werner, J. M., & DeSimone, R. L. (2016). Human Resource Development (Sixth edition). Cengage Learning India Private Limited. 

 

 






Labels:

Popular posts from this blog

Emotions and Feelings and the Difference Between them

  Emotion is more similar to conscious thought than feelings are to conscious thought. Although emotion and feeling can be described as unconscious thought, one of them is going to be more similar to conscious thought. Feelings are more like sensations, when you touch something you get a feeling. Therefore feelings are faster than emotions and thought, because when you touch something there is a slight delay before you can think of something about it (thought), or feel something deeply about it (emotion). Emotion is therefore just unconscious thought. Actually it would better be described as unconscious feeling (so a feeling is like a conscious emotion because you can "feel" it better and easier but emotion is a deeper, more unconscious experience similar to unconscious thought, but emotions are also more similar to conscious thought because thought is a deep experience while feelings are intense or shallow, but not deep). [So you feel emotions, but you also feel feelings, on
Read more

Emotional Intelligenec in Business (MBA Corporate Leadership) Syllabus

  Emotional Intelligence in Business Semester: II Lecture Hours: 32 Credits: 2 Course Description Emotional Intelligence has been recognized as an important predictor of success in general. Emotional Intelligence at Business is a much sought after entity to have for a leader of today’s business which is ever changing. Workplace diversity, workplace stress and conflicts are inevitable and mangers with higher emotional intelligence are better at handling such situations relative to mangers with low EQ. Understanding  the nuances of people’s emotion at workplace can be very beneficial. Among many things, emotional intelligence can have direct impact in collaboration and team work  among employees and in overall wellness at workplace. Afterall, employees are humans every day, not just when they leave their work stations.  Course Objectives Overall, this course aims at developing the theoretical and practical knowhow of emotional intelligence. Students learn different elemen
Read more

के तपाईलाई आफ्नो छोरा/छोरी हरु भनेकै मान्दैनन भन्ने लाग्छ ? Do you feel that you are struggling or having difficulties to deal with your child?

Many adults (parents) feel that they are not able to deal with their children. You feel that your children do not understand you, or your children are too difficult to deal with.        Here, I am giving you five tips that I want you to try with your child.     Come down to the level of your children. Try to see things and situation from your child's age and their intellectual level. Try  to  validate  children's feelings. Do not always question and reject  your  child's  feelings . Look, whatever they are going through or their situation,  it is  real for  them. Their  feelings are real. Try to  validate  their feelings and emotions. Offer  them options and choices.  Do not  force  your ideas  on your child. Give them options and let them decide. This makes them feel that they are respected and valued. This also improves their confidence. Let  your child deal with their situation by themselves and ask if they want you to be involved. Keep an eye and let them feel that yo
Read more