CAREER DEVELOPMENT

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Naveeddear

CAREER DEVELOPMENT

Career development is an ongoing, formalized effort by an organization that focuses on developing and enriching the organization's human resources in light of both the employees’ and the organization needs.

Career planning is the process by which an individual formulates career goals and develops a plan for reaching those goals.

Why is Career Development Necessary

Reduce costs due to employee turnover

Improve morale, boost productivity, and help

the organization become more efficient.

Employees believe the company regards them as part of an overall

plan and not just as numbers.

Objectives of Career Development

To meet the immediate and future resource needs of the organization on a timely basis.

To better inform the organization and the individual about potential career paths within the organization.

To utilize existing human resource programs to fullest by integrating the activities that select, assign, develop, and manage individual careers with the organization's plan.

Career Planning

Career Development

Career development and career planning should reinforce each other.

View point of the

organization

Through the eyes of

the individual

employees.

Individual Careers

Who is responsible for career Development

CAREER DEVELOPMENTOrganization’s

ResponsibilitiesEmployee’s

Responsibilities

Man

ager’s

Resp

on

sibilitie

s

Organization’s Responsibilities

• Providing job information.

• Implementing effective placement process.

• Supporting human resource system.

• Offering education and training.

Em

plo

yee’s R

espo

nsib

ilities

• Self assessment

• Gathering data.

• Setting goals.

• Working with supervisor.

• Developing plan.

• Applying for openings.

Man

ager’s

Resp

on

sibilities

• Appraising performance.

• Coaching & supporting.

• Guiding & counseling.

• Providing feedback.

• Supplying information.

• Maintaining integrity of system.

Wh

o is

res

po

nsi

ble

fo

r ca

reer

D

evel

op

men

t

Communicator

Counselor

AppraiserCoachMentor Advisor

Broker

Referral agentAdvocate

Potential Career Development roles

of managers

Communicator

• Holds formal and informal discussion with employees.

• Listens to and understands and employee’s real concerns.

• Clearly and effectively interacts with an employee.

• Establishes an environment for open interaction.

• Structures uninterrupted time to meet with employees.

Counselor

• Helps employee identify career related skills, interests and values.

• Helps employee identify a variety career options.

• Helps employee evaluate appropriateness of various options.

• Helps employee design/plan strategy to achieve an agreed-on career goal.

Appraiser

• Identifies critical job elements.

• Negotiates with employee a set of goals and objectives to evaluate performance.

• Assesses employee performance related to goals and objectives.

• Communicates performance evaluation and assessment to employee.

• Designs a development plan around future job goals and objectives.

• Reinforces effective job performance.

• Reviews an established development plan on an ongoing basis.

Coach

• Teaches specific job related or technical skills.

• Reinforces effective performance.

• Suggests specific behaviors fro improvement.

• Clarifies and communicates goals and objectives of work group and organization.

Mentor

• Arranges for employees to participate in a high visibility activity either inside or outside the organization.

• Serves as a role model in employee’s career development by demonstrating successful career behaviors.

• Supports employee by communicating employee’s effectiveness to others in and out of organization.

Advisor

• Communicates the informal and formal realities of progression in the organization.

• Suggests appropriate training activities that could benefit employee.

• Suggests appropriate strategies for career development.

Broker

• Assists in bringing employees together who might mutually help each other in their careers.

• Assists in linking employees with appropriate educational or employment opportunities.

• Helps employee identify obstacles to changing present situation.

• Helps employee identify resources enabling a career development change.

Referral agent

• Identifies employees with problems.

• identifies resources appropriate to an employee experiencing a problem.

• Bridges and supports employee with referral agents.

• Follows up on effectiveness of suggested referrals.

Advocate

• Works with employee in designing a plan for redress of a specific issue at higher levels of management.

• Works with employee in planning alternative strategies if a redress by management is not successful.

• Represents employee’s concern to higher level management for redress of specific issues.

Implementing Career DevelopmentIt involves four basic steps at the individuals level:

An assessment of his/her abilities, interests, and career goals.

An assessment by the organization of the individual’s abilities and potential.

Communication of career options and opportunities within the organization.

Career counseling to set realistic goals and plans for their accomplishment.

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