CAREER DEVELOPMENT

JITENDRA SINGH
TSCFM  [Company address]
INDEX
SR NO. TITLE PAGE NO.

1 INTRODUCTION 2

2 Career Development Programs 2

3 Designing Career Development Programs 3

4 Survey Form Analysis 4

5 Reference 9

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 Career Development
Introduction
Career Development is a sequence of events in developing career. Career Development typically
refers to inter-organization or intra-organization management of one’s career. For an organization,
people are the most vital resource they have. So, the organizations have the biggest responsibility for
the employees which deliver performance and career conscious to provide the opportunity and take
care of them to grow. In the 21st century, the career of employees is assessed by continuous learning
and there is a change in identity in a period of time more than a change in life and age stages.
Employees career development is not the absolute responsibility of companies more than that it is
their responsibility to manage the employees’ position and develop a job position to assist them with
their growing zeal. As employees are career-focused, they will stick to a company where they know
they can display their talent, grow to the highest level and to accomplish their goals. Different
employees have different meanings when speak about the growth. Some will look it as a large
package and some may want to ascend the hierarchy ladder and hit the top position and some may
want to learn higher skills and abilities together with the human development. Some employees can
take that as an opportunity to take advantage of some unique benefits and perks. While the industry
environment has undergone countless negative changes such as consolidation resulting and economic
downsizing in less hierarchical roles while at the same period the need to boost efficiency while
keeping up with technology that is constantly evolving has also increased. In place of recruiting a new
employee companies should tend to promote their existing employee to a similar role because they are
already having the knowledge of a company’s culture and are not need to educate. The career
development process of organization is critical for both employers and employees. Several
unnecessary and unintended changes will arise, as well as effects that could change the whole
scenario. In such a case both employers and employees must be prepared to keep to and behave
appropriately with the changing environment.

Career Development Programs

The career development program integrates a number of components for organizational use. To
maximize the system’s performance, HR managers need to have full knowledge of these tools as they
play a consultant role when supervisors and employees use this program. Besides, HR is responsible
for developing and designing their organization’s successful system for career development. Some
components and activities are referred to as individual career preparation tools, while others are used
to handle the career development of the organization. Most companies are using a good mix of both
types of operations to achieve greater efficiency. To learn in detail about the system of career
development, let us discuss these activities and tools:
Self Assessment Tools: It is the first strategy that organizations use extensively in their attempts to
manage their employee’s careers. Individuals through career exploration tool will perform an exercise
of self- assessment and fill in information about their competencies, work attitudes and preferences,
skills, long and short-term goals, interests and opportunities and obstacles. The entire exercise helps
them consider their own expectations and goals and dislikes and likes.
Career planning Workshops: When employees are finished with self-assessment, they discuss their
experiences in career preparation planning with their supervisors and other individuals. This allows
them to seek input from others and to test their plans and expectations for realty. If they find them
impractical, they will change their plans and shift in a new direction.
Individual Counselling: It is among the most basic activities performed by nearly all individual who
are establishing organizations. Generally, career development specialists, life skill development
trainers or HR specialists offer individual counselling. Many organizations have their own divisions

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or they employ from outside where they hire and retain full-time trainers. This helps workers to
recognize their own priorities, make improvements to them if necessary and work to develop their
competencies and skills.
Organizational Assessment programs: The organizational assessment programs provide methods
and tools for assessing the growth of employees within the company. Companies like Johnson and
Johnson use this program to evaluate the careers of their workers and assess the potential to facilitate
the staffing. Among the most common programs in this category are psychological testing, 360-
degree appraisal, succession planning, assessment centres and promotability forecasts.
Development Programs: The organizations use the development program to prepare its employees
for potential positions. These could be external as well as internal and can be conducted from outside
under the guidance of human resource specialist and staff.

Designing Career Development

Designing a career development programs to match an organization's unique requirements and
expectations will help HR specialists add quality to the entire career management process. Since the
program aims to incorporate all of an employee's, management's and an organization's activities, it
needs to be custom made. There is little that suits everyone because the structure of every company is
different and every employee's expectations in every business are different. Most businesses often
include the process of employee's career assessment also to the management of career programmes.
When they have a helpful atmosphere such as a proper automated system and a facilitator, they can
evaluate their careers properly and fill out information themselves genuinely. Most companies like
Bell Atlantic, Lincoln electric, Xerox, IBM and Walmart have unique professional development
programs of their own. As well as, they have a positive atmosphere and culture for their employees
that facilitates the entire career growth cycle. That is why these organizations are seen as the best
place to work. Because they handle their employees ' careers seriously and view them as the
organization's most important assets, a very large proportion of university graduates want to join
them, even though they give low pay. The nature of the company, the market and the business climate
in which they work should also be addressed when developing career development programs for an
organization. Just if it is an organization's internal operation, external global factors such as the
current trends, economic conditions, job trends, etc. influence the whole operation.
Economic Downsizing: Economic downsizing is one of the largest factors that have adversely
impacted the employment of millions of people. Employees are cut off from the companies and the
most suitable of all workers survive. When employees are constantly learning new and improved
skills, possibilities were that economics hardships do not affect them too much as compared to other
employees.
De-layering: Reclassification of a job indicates de-layering. It is an initiative of organizational
reform, where an organization wants to reclassify the workers more generally. Nonetheless, there are
old reporting lines to retain the administrative power, but during this process, several workers may be
eliminated or reduced. Again, certain individuals must quit the company which is not sufficiently
qualified to be transferred of specific nature to another work.
Cost Reduction Strategies of the Organization: The organization's cost reduction method are again
very risk for those people who are unable to move up. When companies have to cut their operational
expenses, then it is at stake to hire certain people who were not employable or who have not worked
in the past up to mark. Employees need to constantly improve themselves and show off their talent to
stay in the company for last.

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Survey Form Analysis

From the above graph, we can analyse that 91.4% of employers are between the age group of 20-30
and only 3 responses are from the age group of 30-40.

As from the above graph, we can conclude that 54.3% of employee is female and 45.7% of employees
are male.

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From the above fig. we find that 60% of the employees are graduate and 40% of them are
postgraduate.

As we can see from the above fig. that 74.3% are satisfied and 11.4% are dissatisfied.

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From the above fig. we get to know that 62.9% are satisfied, 14.3% are dissatisfied and only 8.6% of
them are very dissatisfied.

As from the graph we get to know that 42.9% are coping very much and 40% of them are moderate
about the workload.

42.9% of employee feel that the company values a lot about their talent and 5.6% of them feel the
company values not at all about their talent.

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Only 2.8% of employees are very satisfied with their current salary and 48.6% are dissatisfied with
their current salary.

From the above graph, we can conclude that 62.9% of employees are satisfied, 28.6% of employees
are dissatisfied and 5.6% of employee are very dissatisfied with company benefits.

As from the above fig. we can see that 65.7% of employees are satisfied, 25.7% are dissatisfied and
5.6% of employees are very dissatisfied for their future prospects in the company.

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54.3% of employees rarely thinks of changing their jobs and 8.6% of employees think of changing
their jobs daily.

As from the above fig. 71.4% of employees recommend their organization as a great place for work
and 14.3% of employee don’t think their organization as a great place for work.

From the above graph, we can conclude that 82.9% of the employee said yes that they will have a
career growth and development opportunities in their organization.

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References
https://www.managementstudyguide.com/career-development.htm

https://learn.marsdd.com/article/career-development/

https://www.mbaskool.com/business-concepts/human-resources-hr-terms/1779-career-
development.html