Process and Career Development

The Career planning process involves the following steps:

Identifying individual needs and aspirations: Most individuals do not have a clear cut idea about their career aspirations, anchors and goals. The human professionals must, therefore help an employee by providing as much information as possible showing what kind of work would suit the employees the most, taking his skills, experience an aptitude into account. Such assistance is extended through workshops / seminars while the employees are subjected to psychological testing, simulation exercises etc. The basic purpose of such an exercise is to help an employee’s form a clear view about what he should do to build his career within the company. Workshops and seminars increase employees’ interest by showing the value of career planning. They help employees set career goals, identify career paths and uncover specific career development activities. These individual efforts may be supplemented by printed or taped information. To assist employees in a better way, organizations construct a data bank consisting of information on the career histories, skill evaluations and career preferences of its employees (known as skill or talent inventory).

Analyzing career opportunities: Once career needs and aspirations of employees are known the organizations has to provide career paths for each position. Career paths show career progression possibilities clearly. They indicate the various positions that one could hold over a period of time if one is able to perform well. Career paths change overtime of course in tune with employee’s needs and organizational requirements. While outlining career paths, the claims of experienced persons lacking professional degrees and that of young recruits with excellent degrees but without experience need to balance properly.

Aligning needs and opportunities: After employees have identified their needs and have realized the existence of career opportunities the remaining problem is one of alignment. This process consists of two steps: first, identify the potential of employees and then undertake career development programs with a view to align employees’ needs and organizational opportunities. Through performance appraisals the potential of employees can be assessed to some extent. Such an appraisal would help reveal employees who need further training. Employees who can take up added responsibilities etc After identifying the potential of employees certain developmental techniques such as special assignments, planned position, rotation supervisory caching, job enrichment understudy programs can be undertaken to up date employee knowledge and skills

Action plans and periodic review: The matching process would uncover gaps. These need to be bridged through individual career development efforts and organizations supported efforts from time to time. After initiating these steps it is necessary to review the whole thing every now and then. This will help the employees know in which direction he is moving what changes are likely to take place what kind of skills are needed to face new and emerging organizational challenge. From an organizational standpoint also, it is necessary to find out how employees are doing, what are their goals and aspirations whether the career paths are in tune with individuals’ needs and serve the overall corporate objectives etc.

Career development:

Career development consists of the personal actions one undertakes to achieve a career plan. The terms career developments and employees’ development need to be differentiated at this stage. Career development looks at the long term career effectiveness of employees whereas employees’ development may be initiated by the individual himself or by the organization.

These are discussed below:

Individuals Career development>>>

Career progress and development is largely the outcomes of actions on the part of an individual.

Some of the important steps that could help an individual cross the hurdles on the way up may include:

Performance: Career progress rests largely on performance. If the performance is sub standard even modest career goals can’t be achieved.

Exposure: Career development comes through exposure which implies becoming known by those who decide promotions transfers and other career opportunities. You must undertake actions that would attract the attention of those who matter the most in an organization.
Source: HRM