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    Career Development

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    RATAN KUMAR
    Career development involves managing one's career through ongoing training, skill development, and taking on new roles and responsibilities. It can involve advancing within an organization, changing organizations, or starting a business. Career development provides a framework for setting goals, assessing skills and performance, and helping individuals progress in their careers. It is important for employee motivation and retention as well as organizational competitiveness. Competency mapping identifies the skills and competencies needed for an organization's strategy and helps optimize talent management practices like career development by connecting individual performance to organizational goals. It guides employees' career development by recognizing their strengths and weaknesses.

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    Career Development

    Uploaded by

    RATAN KUMAR
    660 views7 pages
    Career development involves managing one's career through ongoing training, skill development, and taking on new roles and responsibilities. It can involve advancing within an organization, changing organizations, or starting a business. Career development provides a framework for setting goals, assessing skills and performance, and helping individuals progress in their careers. It is important for employee motivation and retention as well as organizational competitiveness. Competency mapping identifies the skills and competencies needed for an organization's strategy and helps optimize talent management practices like career development by connecting individual performance to organizational goals. It guides employees' career development by recognizing their strengths and weaknesses.

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    Career development involves managing one's career through ongoing training, skill development, and taking on new roles and responsibilities. It can involve advancing within an organization, changing organizations, or starting a business. Career development provides a framework for setting goals, assessing skills and performance, and helping individuals progress in their careers. It is important for employee motivation and retention as well as organizational competitiveness. Competency mapping identifies the skills and competencies needed for an organization's strategy and helps optimize talent management practices like career development by connecting individual performance to organizational goals. It guides employees' career development by recognizing their strengths and weaknesses.

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    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    660 views7 pages

    Career Development

    Uploaded by

    RATAN KUMAR
    Career development involves managing one's career through ongoing training, skill development, and taking on new roles and responsibilities. It can involve advancing within an organization, changing organizations, or starting a business. Career development provides a framework for setting goals, assessing skills and performance, and helping individuals progress in their careers. It is important for employee motivation and retention as well as organizational competitiveness. Competency mapping identifies the skills and competencies needed for an organization's strategy and helps optimize talent management practices like career development by connecting individual performance to organizational goals. It guides employees' career development by recognizing their strengths and weaknesses.

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    At a glance
    Powered by AI
    The key takeaways are that career development involves managing one's career through training, changing roles or organizations, and that it is important for employee growth and organizational competitiveness.

    The stages of career development are exploration, establishment, mid-career, late career, and decline.

    The tools used for competency mapping are interviews, questionnaires, assessment centres, and psychometric tests.

    CAREER DEVELOPMENT

    Career development is the series of activities or the on-


    going/lifelong process of developing one’s career. Career
    development usually refers to managing one’s career in
    an intra-organizational or inter-organizational scenario. It
    involves training on new skills, moving to higher job
    responsibilities, making a career change within the same
    organization, moving to a different organization or
    starting one’s own business.

    According to Gysbers and Moore, “Career development is


    self development over the lifespan through the
    integration of the roles, settings, and events of a person’s
    life”.
    Importance of Career
    Development
    Every employee working in an organization is looking for a career development which
    moves in the right direction. Career path taken by an employee determines the
    growth. Career should be planned in a way that it moves forward.

    Career development provides the framework with skills, goals, awareness, assessment
    and performance which helps an individual to move in the right direction and achieve
    the goals one has in one's career. Careful career planning is always useful for
    individuals to succeed professionally and also helps to boost employee motivation in
    the organization.
    • Evaluates capabilities critically
    • Creates a pool of talent
    • Talent-retention
    • Enhances employee Aspirations
    • Enhances Organizational competitiveness
    • Establish goal congruence
    Steps involved in career
    development plan

    SELF-ASSESSMENT

    GOAL SETTING

    FORMULATE A
    PLAN OF ACTION
    STAGES OF CAREER
    DEVELOPMENT MODEL
    1. Exploration
    2. Establishment
    3. Mid-career
    4. Late career
    5. Decline
    EXPLORATION : A career stage that generally ends in the mid-twenties when one makes transition from
    formal education to job .We start exploring about different career opportunities. Our decision for career gets
    influenced by parents, peers and the financial resources. It is a time when a number of expectations about
    one’s career are developed, many of which are unrealistic.

    ESTABLISHMENT : this period begins when we start the search of work and also includes accepting
    the first job, acceptance by peers, learning about the job and gaining the first taste of success or failure in the
    real world.
    Problems in exploration period
    1. Finding a niche
    2. Making your mark
    3. Characterized by making mistakes.

    MID-CAREER : A stage marked by:-


    o Continuous improvement in the performance
    o Levelling off in the performance
    o Beginning of deterioration process

    Possible outcomes of mid- career


    1. Some employees reach their early goals and go on to even greater heights.
    2. Other may suffer from plateaued mid -career

    Late career stage : A career stage in which neither the person is learning about their jobs nor they are
    expected to outdo their level of performance from previous years. It also has two affects on:
    o Individuals who have grown in mid career stage
    o Individuals who have stagnated or deteriorated

    Decline (Late Stage) : This the final stage in one’s career which is usually marked by retirement. This
    is the difficult stage for everyone but hardest for those who have had continued successes in the earlier
    stages and then comes the time has come for retirement.
    Competency Mapping and its
    linkage with Career Development
    Competency Management is the set of management practices that identify
    (Competence Mapping) and optimise the skills and competencies required to
    deliver on an organisation’s business strategy. Competency management provides
    the foundation to manage strategic talent management practices such as
    workforce planning, acquiring top talent, and developing employees to optimise
    their strengths
    The competency mapping tools are as follows.
    1.INTERVIEWS
    2.QUESTIONNAIRES
    3.ASSESSMENT CENTRES
    4.PSYCHOMETRIC TESTS
    There are many human resource functions where competency mapping is used
    like career development, training and development, recruitment and selection,
    performance management, Potential management, etc. when organization goal
    and employees performance objectives are connected then it will deliver better
    results and during the process, competency mapping will act as an accelerator.
    Competency mapping helps in visualizing the sustainability and development of
    skills and abilities which are based on changing needs of the organization.
    Employee development must focus toward increasing skills and competencies of
    the employee rather than preparing them for jobs. Thus, skills and competencies
    developed in employee will help organization to meet needs when any change or
    evolution takes place
    Competency Mapping recognizes the strength and the weakness of employee to
    help them know their strength and weaknesses and it also put its efforts to guide
    employee career development

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