CAREER DEVELOPMENT by Naveeddear

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CAREER DEVELOPMENTbyNaveeddear
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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.
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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.
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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.
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Career Planning
Career Development
Through the eyes of the individual
employees.
View point of the organization
Career development and career planning should
reinforce each other.
Individual Careers
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Who is responsible for career Development
CAREER DEVELOPMENT
Organizations Responsibilities
Employees Responsibilities
Managers Responsibilities
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Organizations Responsibilities

• Providing job information.
• Implementing effective placement process.
• Supporting human resource system.
• Offering education and training.

• Self assessment
• Gathering data.
• Setting goals.
• Working with supervisor.
• Developing plan.
• Applying for openings.

• Appraising performance.
• Coaching supporting.
• Guiding counseling.
• Providing feedback.
• Supplying information.
• Maintaining integrity of system.

Who is responsible for career Development
Employees Responsibilities
Managers Responsibilities
Nissan Motors
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Communicator
Referral agent
Advocate
Potential Career Development roles of managers
Counselor
Broker
Appraiser
Coach
Mentor
Advisor
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• Communicator
• Holds formal and informal discussion with
  employees.
• Listens to and understands and employees 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.

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• 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.

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• Mentor
• Arranges for employees to participate in a high
  visibility activity either inside or outside the
  organization.
• Serves as a role model in employees career
  development by demonstrating successful career
  behaviors.
• Supports employee by communicating employees
  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.

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• 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.

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• 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 employees concern to higher level
  management for redress of specific issues.

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Implementing Career Development
It 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
individuals 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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