Career Development

Career- the sequence of employment positions that a person has held over his or
her life.
Career development
The program that provides support so employees can continually add to their skills,
abilities, and knowledge. This support includes:
1. Communicating clearly the organizations goals and future strategies- where
firm is headed and how I can be sharing in future- meet the dreams of career.
2. Creating growth opportunities- opportunities for new, interesting and
professionally challenging work experiences.
3. Offering financial assistance- tuition fees or others.
4. Providing time for the employees to learn- paid off time to off-the-job training.
Individual Versus organizational Perspective
Individual- focuses on assisting individuals to identify their major goals and how to
achieve them. His/her life inside and outside of the organization.
Organizational- monitor progress of special groups of employees, and to ensure
that capable professional, managerial, and technical talent will be available to meet
the organizations needs. Career development from organizations point perspective
is also called organizational career planning.
Career Development Versus

Individual Development

The difference is time frame

Career Development- it looks at long-term career effectiveness and success of
organizational personnel.
Individual Development- focus on work effectiveness or performance in
immediate or immediate time frames.

Career Development- Value for the Organization

1. Needed Talent will be available- better and strategic employment planning.
2. Organizations Ability to Attract and Retain Talented Employees Improves.
3. Minorities and Women Have Comparable Opportunities for Growth and
Development

4. Reduced Employee Frustration.

5. Enhanced Cultural Diversity
6. Organizational Goodwill
Career Development- Value for the Individual
1. Career development and success is measured by employee income.
2. Using abilities and skill to face expanded challenges.
3. Take greater responsibilities and increased autonomy in ones chosen
profession.
4. Salary and security from their job to obtain intrinsic career development, or
psychic income too.
Internal VS External Career
There are five stages common in both:
Internal Careera. Exploration- self-assessment, ambitions and goals, motives, dreams, and
choices.
b. Establishment- real choice-to take a job or not, doing the dirty work, working
hard and searching mentors, career strategy.
c. Mid-Career: new ambitions, fear of leveling off, challenges at mid life, should I
give up dreams, settle to what I have.
d. Late-Career: psychological preparation for retirement, new sources of
satisfaction through teaching, sources finding off the job self improvement.
e. Decline- learning to accept reduced role, less structured life, new
accommodation to family and community,
External career
a. Exploration- Advice and examples of relatives, teachers, friends, and coaches.
Successes in school, sports and hobbies. Choices of education vocational
school, college major or professional school.
b. Establishment- search for job, acceptance of job, doing the job, assignment to
future training.
c. Mid Career- leveling off, transfer and/or promotion, maximum productivity,
becoming more of a teacher/mentor than learner.

d. Late Career- more jobs involving teaching others, job assignments drawing
primarily on maturity of judgment.
e. Decline- Formal preparation for retirement, Retirement rituals.
Hollands General Occupational Themes
6 types of work environments as explained by him that help job seekers
match their personality to a compatible profession.
1. Realistic-want to deal with things not people like- agriculture, mechanical,
military, adventure.
2. Investigative- scientific, task oriented, thinkers, not people oriented likemath, medical services.
3. Artistic- enjoy creative self-expression, dislike highly structured job, likemusic, dramatic, art, writing.
4. Social- welfare work, enjoy developing and teaching others, good in group
settings, like social service, athletics, religious activities.
5. Enterprising- good facility with words, like- selling or leading, adventurous,
public speaking and business management.
6. Conventional- prefer ordered, numerical work, enjoy large organizations,
stable and dependable- like office Practices.
Career Enhancement
Think managing a career like an entrepreneur managing a small business.
1. Know yourself- strengths and weaknesses
2. Manage your Reputation- let others know your achievements, make your
accomplishments visible.
3. Build and Maintain Network Contacts- join national and international
professional organizations, attend conferences, and network at social
gatherings.
4. Keep Current- update and develop your skills and abilities high in demand.
5.

Balance your Specialist and Generalist

Competencies- stay current with
your technical specialty, and develop your general competencies to survive
in changing environment.

6.

Document your Achievements- seek jobs and assignment that provide

challenges and offer objective evidence of your competencies.

7. Keep your Options Open- always keep prepared your contingency plans,
Hope for
the best but be prepared for the worst.