Career development is an organized approach used to match employee goals with the business needs of the agency in support

of workforce development initiatives. In this process: The purpose of career development is to:

Enhance each employee's current job performance. Enable individuals to take advantage of future job opportunities. Fulfill agencies' goals for a dynamic and effective workforce.

Who's Responsible For It?

Managers are responsible for linking the organization's needs to employee career goals, and can assist employees in the career planning process. Human Resources is responsible for designing career paths and employee development programs that help employees reach their goals. Each employee is responsible for planning and managing his/her career.

Career development is an organized planning method used to match the needs of a business with the career goals of employees. Formulating a career development plan can help employees to do their jobs more efficiently. Additionally, these plans can be beneficial for employees who might want to move up in a company or look for other jobs in the future. Ads by Google Master Yourself -Be the leader in you.Sign up for NUS Leadership Development Programs executive-education.nus.edu Project Management Career Recruit PM Professionals Over 300,000 Credentialed PMs www.pmi.org/chq In the business world, there are generally two groups that direct the career development process: upper management and human resource personnel. Managers, for example, might have the responsibility of making sure the needs of a business coincide with the employee's career goals to achieve an overall balanced work atmosphere. They will often identify the skills, experience, and knowledge employees need in order to provide their best possible work. Human resource (HR) personnel are often responsible for providing career development information programs for employees. Professional networking is usually important, and as a result, employees might get tools to start networking from the HR department. HR managers also usually provide a compensation structure that compliments business needs but also allows individual career growth. For example, employees who have exhibited a certain improvement or growth in needed skills might be promoted and given a raise. Regardless of company leadership, employees have the primary responsibility to make sure their career development goals proceed how they want them to. Typically, employees assess what they want from their job currently, as well as in the future. Employees often work with their supervisors to figure out what training, professional development, or continued education options are available to them. Sometimes, career development is explored by people who are not employees of a business. Instead, these people might be interested in creating a set of guidelines to help them to choose a career and get hired by a desired company. This typically involves a self-assessment in which a person usually considers things that he or she is naturally good at or has experience in. Additional things to consider include interests and learning styles. The self-assessment generally helps an individual to select careers they are the most interested in pursuing. Individuals often continue their career development plan by preparing strategies for job interviews. Candidates who are not naturally good speakers, for example, might choose to enroll in an interview preparation program. In this kind of

program, a mock interview is often conducted to see how well individuals respond to questions. The results are typically analyzed to determine things that can be adjusted in preparation for real interviews.

Overview of Career Development Model

All Career Center programs are based on the premise that career development is a lifelong, cyclical process. No matter where our students and alumni find themselves in the cycle, the Career Center is prepared to assist them.

The following phases provide organization to our approach: Phase I - Assessing Self & Preferences understanding self, skills, interests & values Phase II - Exploring Options proactively identifying, understanding and matching self to the possibilities Phase III - Developing Skills & Experience building skills, knowledge & reputation Phase IV - Marketing Self obtaining the skills to seek, obtain, maintain and change jobs Phase V - Performing & Planning Next Steps developing the skills to make effective career-related decisions and career transitions

Development Activities
Development Activities can be work assignments, projects, training and other activities that help you develop the skills you require to be successful for the next step in your career path. The following examples of Development Activities have been provided to assist you in your own career development planning. Choose one or two that are appropriate for your situation and feel free to add your own development activities to the list. Incorporate these into your Career Development Plan and work towards achieving your goals.