Career Development or Collecting Competencies

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Career Development or Collecting Competencies?
Career Competencies, a new approach to
sustainable career development

• Sandra Haase, Jan Francis-Smythe
• University of Worcester
• 11.05.07

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Synopsis

• Context
• New Career Realities
• Competencies in Career Development
• Introduction Career Competency Concept
• Re-definition of Career Competencies
• Career Competency Indicator Applications
• Summary

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Context Issues in the Police Force

• Workforce modernisation - career development
  responsibility of individuals
• National Competency Framework (NCF) - standards
  and guidelines to improve quality consistency
  of performance and behaviour
• Human resource processes based on NCF

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New Career Realities

• Dramatic transformations in organisations and
  context of employment
• Definition of career changing - Careers are
  boundaryless
• Individuals required to take ownership of their
  careers

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Individual Career Development

• do-it-yourself career management
• Transferable skills
• Individual career development needs to be
  supported
• Organisations increase self-development features
  in interventions

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Competencies in Career Development

• Increased use in Personal Development and Career
  Planning predicted
• Form basis of most career-related processes
• Problems
• Definition
• Main focus on job performance

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Career Competency Concept (Arthur, Claman
DeFillipi, 1995)

• Introduced idea of career competencies
  (knowing-why, knowing-how, knowing-whom)
• Operationalised in Intelligent Career Card Sort
• Problems
• Lack of empirical support for three-fold
  structure
• Definition term relabelled

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Career Competencies - Redefined

• Career Competencies are
• behavioural repertoires and knowledge
  instrumental in the delivery of desired
  career-related results and outcomes
• assessable trainable

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Career Competency Indicator

• Goal setting and career planning (5)
• Self-knowledge (5)
• Job-performance (5)
• Career-skills (7)
• Knowlege of (office) politics (5)
• Networking and mentoring (8)
• Feedback seeking and self-presentation (8)

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Application

• As basis of career development interventions
• Address organisational needs of developing
  qualified self-reliant workforce
• Address individual needs of developing career
  management skills to ensure employability
• Pilot study (N21) using career competencies as
  framework for guided career discussions

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Summary

• Competencies as presently used not adequate to
  support individuals in developing the skills
  necessary to effectively manage their careers
• More holistic approach required
• Career development through the use of career
  competencies

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Any questions?

• Thank you
• Sandra Haase
• University of Worcester
• Centre for People _at_ Work
• Worcester, WR2 6AJ, UK
• s.haase_at_worc.ac.uk