Career development system


Career development programs are not of recent idea and they were followed even in the recent past in form or the other.

There are four steps in establishing a career development system. They are:
(i) needs—defining the present system,
(ii) vision—determining new directions and possibilities,
(iii) action plan—deciding on practical first steps, and
(iv) results —maintaining the change.

Step 1> Needs: This step involves in the conducting a needs assessment as a training program.

Step 2> Vision: The needs of the career system must be linked with the interventions. An ideal career development system known as the vision links the needs with the interventions.

Step 3> Action plan: An action plan should be formulated in order to achieve the vision. The support of the top management should be obtained in this process.

Step 4> Results: Career development programs should be integrated with the organization’s on-going employee training and management development programs. The program should be evaluated from time to time in order to revise the program.

Steps and Tasks in Establishing a Career Development System:

Defining the Present System and establish roles and responsibilities of employees, managers, and the organization. Identify needs; establish target groups.
Establish cultural parameters; determine organizational receptivity, support, and commitment to career development.
Assess existing HR programs or structures; consider possible links to a career development program.
Determine prior attempts at solving the problem or need.
Establish the mission or philosophy of the program. Design and implement needs assessment to confirm the data or collect more data. Establish indicators or criteria of success.

Determine new direction and possibilities. Create a long-term philosophy and establish the vision or objectives of the program.
Design interventions for employees, managers, and the organization. Organize and make available career information needed to support the program.

Action plan: Deciding on practical first Steps. Assess the plan and obtain support from top management.
Create a pilot program.
Assess resources and competencies.
Establish an advisory group. Involve advisory group in data gathering, programs design, implementation, evaluation, and monitoring.

Results: Maintaining the Change
Create long-term formalized approaches.

Publicize the program and evaluate and redesign the program and its components. Consider future trends and directions for the program.

Career development is essential to implement career plan. Career development consists of personal improvements undertaken by the individual employee, training, development and educational programs provided by the organization and various institutes. The most important aspect of career development is that every employee must accept his/her responsibility for development. Various career development actions prove useful if an employee is committed to career development.

Career Development Actions:

1. Job Performance: Employees must prove that his performance on the job is to the level of standards established, if he wants career progress.

2. Exposure: Employee’s desire for career progress should expose their skills, knowledge, qualifications, achievements, performance etc. to those who take the decision about career progress.

3. Resignations: Employees may resign the present job in the organization, if they find that career opportunities elsewhere are better than those of the present organization.

4. Change the Job: Employees who put organizational loyalty above career loyalty may change the job in the same organization if they find that career opportunities in other jobs in the same organization are better than those in the present job.

5. Career Guidance: And counseling provides information, advice and encouragement to switch over to other career or organization, where career opportunities are better.

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