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Career Development

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Career development is a lifelong process of developing skills and competencies through various roles and experiences over a person's life to integrate individual goals with organizational goals. It is important for developing employee skills, creating a talented pool of people, facilitating organizational excellence and succession planning. Strategies to support career development include conducting development plans, skill development programs, holding managers accountable, and serving as a model employer. The HRD function plays key roles as a counselor, advisor, appraiser, referral agent, and strategic planner to help with career planning and development.

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CAREER DEVELOPMENT Career development is self-development over the life span through the integration of the roles, settings, and events of a persons life.
CHARACTERISTICS OF CAREER DEVELOPMENT It is an ongoing process. It develops and shares transferability of skills and competencies. It aligns individual goals with organizational goals for increased satisfaction of employees .
IMPORTANCE OF CAREER DEVELOPMENT Career development helps in developing skills and competencies of employees for initiating, expanding and managing an org effectively with focus on real life business situation and business practices. To develop and create a pool of talented people to successfully execute the business strategies of the org. Career development develops entrepreneurship spirit and potential amongst the employees in order to make them successful innovators. To facilitates the acquisition of requisite skills, knowledge and competencies for organizational excellence. To facilitates succession planning and development to ensure long-term growth and success of the org.
STRATEGIES TO SUPPORT CAREER DEVELOPMENT Conducting periodically an individual development plans and career discussion with employees with the help of supervisor. Creating programs and activities to provide skill development, such as job rotation, cross training, mentoring, internships, coaching and career strategy to employees. Holding managers accountable for supporting employee development efforts. encouraging employees to put applications for other positions as a healthy sign of a dynamic workplace. Serving as a model employer by participating in career and professional development opportunities of all employees.
ROLE OF HRD FUNCTION IN CAREER PLANNING AND DEVELOPMENT
COUNSELOR : 1. Encouraging two-way dialogue. 2. showing employees how to identify their skills, interests and values. 3. scheduling uninterrupted career development discussions .
ADVISOR: Helping employees develop realistic career goals based on organizations needs and their individual development plans. Helping employees understand the current opportunities and limitations of the org. Advising employees on the feasibility of various career options.
APPRAISER: Providing frequent feedback in a way that fosters development. Conducting performance appraisals that defines strengths, weaknesses, and career development needs. Relating current performance to future potential in realistic ways. Using an individual development plan as a tool for continual feedback and development.
REFERRAL AGENT: Helping employees formulate development plans and consulting on strategies. Providing opportunities for experience, exposure, and visibility, such as committees and task forces. Using known personal resources to create opportunities. Help in seeking employees lateral or vertical placement.
STRATEGIC PLANNER: Helps in identifying the current state of the org. Does SWOT analysis. It provides a forum to envision and articulate the desired future, define goals, and develop strategies and action plans to attain these goals.

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Career Development

  • 1. CAREER DEVELOPMENT Career development is self-development over the life span through the integration of the roles, settings, and events of a persons life.
  • 2. CHARACTERISTICS OF CAREER DEVELOPMENT It is an ongoing process. It develops and shares transferability of skills and competencies. It aligns individual goals with organizational goals for increased satisfaction of employees .
  • 3. IMPORTANCE OF CAREER DEVELOPMENT Career development helps in developing skills and competencies of employees for initiating, expanding and managing an org effectively with focus on real life business situation and business practices. To develop and create a pool of talented people to successfully execute the business strategies of the org. Career development develops entrepreneurship spirit and potential amongst the employees in order to make them successful innovators. To facilitates the acquisition of requisite skills, knowledge and competencies for organizational excellence. To facilitates succession planning and development to ensure long-term growth and success of the org.
  • 4. STRATEGIES TO SUPPORT CAREER DEVELOPMENT Conducting periodically an individual development plans and career discussion with employees with the help of supervisor. Creating programs and activities to provide skill development, such as job rotation, cross training, mentoring, internships, coaching and career strategy to employees. Holding managers accountable for supporting employee development efforts. encouraging employees to put applications for other positions as a healthy sign of a dynamic workplace. Serving as a model employer by participating in career and professional development opportunities of all employees.
  • 5. ROLE OF HRD FUNCTION IN CAREER PLANNING AND DEVELOPMENT
  • 6. COUNSELOR : 1. Encouraging two-way dialogue. 2. showing employees how to identify their skills, interests and values. 3. scheduling uninterrupted career development discussions .
  • 7. ADVISOR: Helping employees develop realistic career goals based on organizations needs and their individual development plans. Helping employees understand the current opportunities and limitations of the org. Advising employees on the feasibility of various career options.
  • 8. APPRAISER: Providing frequent feedback in a way that fosters development. Conducting performance appraisals that defines strengths, weaknesses, and career development needs. Relating current performance to future potential in realistic ways. Using an individual development plan as a tool for continual feedback and development.
  • 9. REFERRAL AGENT: Helping employees formulate development plans and consulting on strategies. Providing opportunities for experience, exposure, and visibility, such as committees and task forces. Using known personal resources to create opportunities. Help in seeking employees lateral or vertical placement.
  • 10. STRATEGIC PLANNER: Helps in identifying the current state of the org. Does SWOT analysis. It provides a forum to envision and articulate the desired future, define goals, and develop strategies and action plans to attain these goals.
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