The self (careers 1)

The self (careers 1)

1. What is HRD?

   • Procedures and processes that seek to provide learning activites to enhance skills, knowledge and capabilities
   • McLagan (1983); integrated us of training and development, career development to improve individual and organisational performance
   • The core = LEARNING
   • Tripartite agenda of human betterment, organisational enhancement and societal development
   • Creation of innovation and solution to real world problems

2. Career development and HRD

   • Can be overshadowed by other aspected of HRD
   • Changing nature of work = changing nature of careers
   • The new nature of work can result in tension for organisations and employees
   • An ongoing process
   • CD = Outcome of the individuals career planning and an organisations provision of support

3. What is a career?

   • Changed as work has changed
   • All share a common ideology though, that it is a sequence of events

4. Different concepts of 'careers'

   • Boundaryless career
     • Careers gains meaning through participation, networks and associations
     • Individuals are known for their expertise
     • Development of personal reputation as a key resource
     • Build experience through variety of work both paid and unpaid
     • Individuals are alert to opportunities and quick to grasp them
     • Forret et al. (2002) 3 major shifts
   • Protean career
     • Consists of varied experiences
     • Core values of freedom and growth with attitudes relating to satisfaction and professional commitment
     • Highly subjective as it requires and understanding of personal narratvie and changing situation of individual
     • Individuals may reshapes their skills to fit the changing work environment and to remain in the marketplace
   • Authentic career
     • Have the drive and motivation to pursue one's own life goals and path
     • Truthful to themselves and try to reflect this to their work
     • 4 stages to building a career like this = awareness stage, emotional ownership, interaction stage and integration stage
   • Kaleidoscope career
     • Ever-shifting changeable nature of work
     • Exercise control over their unique circumstances
     • Career is based upon their life-choices, interests and personal values
     • May seek authenticity to pursue opportunities that fit with their own self-concept, identity and self-worth
     • Can also be used to distinguish between genders
   • Portfolio career
     • Life long commitment to self-employment
     • Changes a fee for work rather than taking a salary
     • individual may build expertise and networks
     • Can appeal to older workers as they have accumulated skills and expertise
     • Can allow organisations to stay in touch with experts and using them as required
     • Organisations benefit from individuals retaining 'institutional memory'

5. How can HRD reconcile careers if individuals are responsible for their own

   • Traditional approach
     • Training
     • Mentoring
     • Tuition reimbursement
     • Job posting and planning workshops
     • Bounded activities
   • Contemporary approach
     • Informal learning
     • Community involvement
     • Alternative forms of mentoring
   • Informal learning has recently become the 'mindset'
     • Utilise natural resources in the organisations
     • Quick
     • Cost- effective
     • Development opportunites that reinforce the business strategy

6. Organisations need to support employees by;

   • Guiding individuals through career transactions
   • Enhancing loyalty to the organization for the time that employees are thier
   • Encourage motivation and productivity
   • Contribute to the larger structure of economic stability

7. Dramaturgical framework

   • Scripting
     • Create a setting to determine the characters in play and provide cues for appropriate behaviour
   • Staging
     • Organization of interaction, drawing upon existing symbols and the invention of new ones
   • Setting
     • physical interaction takes place including the artifacts that are brought to the situation
   • Performance
     • The way that contextualized interaction produces social realities like understanding the problem at hand

8. Dramaturgy

   • Acts that help social interaction run smoothly
   • We put on masks
   • Hopes that eventually elements of our 'masks' can become a part of who we are
   • Sincere -> people who do not believe they are acting
   • When people fall out of their performance others are likely to over look this so they do not disrupt the performance of others
   • Provides a good understanding of how we view social interactions

9. Expressive tools

   • Appearance
   • Body language
   • Words
   • People can draw upon artefacts to dramatize their movements