Career Development - 30.06

8/3/2019 Career Development - 30.06

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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.


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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.

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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 compensationstructure 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 strategiesfor job interviews. Candidates who are not naturally good speakers, for example,

might choose to enroll in an interview preparation program. In this kind of
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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.


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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 youdevelop the skills you require to be successful for the next step in your career path. The followingexamples of Development Activities have been provided to assist you in your own career developmentplanning. Choose one or two that are appropriate for your situation and feel free to add your owndevelopment activities to the list. Incorporate these into your Career Development Plan and worktowards achieving your goals.


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Career Development - 30.06

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