INTRODUCTION

TO
CAREER DEVELOPMENT
(CD)

Dr. Stanley Kavale, PhD.

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 Progress or general course of action of a
person in some profession.

 Specific jobs that a person performs, the kinds

of responsibilities and activities that comprise
those jobs, movements and transitions
between jobs.
 Career Development
• Career development is the interaction of psychological, sociological,
economical, physical and chance factors that shape sequence of jobs,
occupations/profession or career that a person may engage in
throughout a lifetime.
• It involves a person’s past, present, and future works roles.
• it is linked with a person’s family life, self-concept, and all aspect of
the person’s environmental and cultural condition.
• Career development is an ongoing and formalized effort that focuses
on developing enriched and more capable employees.
"Career development is a process in which personnel experience, concept and
publicly observable aspect of career interact to precipitate each successive
stage of occupational statuses".
- Mansfield
"Career development is a process of planning the series of possible
jobs one may hold in an organization over time and
development strategies designed to provide necessary job skills the
opportunities arise".
-Middlemist, Hill and Greer
“Career development is an ongoing process that occurs over the life
span; includes home, school, and community
-Pietrofesa and Spleta
“career development is self-development over the life span through the
integration of the roles, settings, and events of a
person’s life”.
- Gysbers and Moore
 Characteristics of CD

• It is an ongoing process,
• It develops and shares transferability of skills and competencies,
• It aligns individual goals with organizational goals for increased
satisfaction of employees,
• It helps individual to develops skills and competencies required to
fulfil present and future leadership roles within an organization ,
• It strengthen professional work culture in the organization.
 Objectives of CD
 To understand career development from a developmental and multicultural
perspective
 To devise intervention strategies for developing, engaging, rewarding and
retaining talented personnel
 To be able to discuss and apply models of career counselling that is
appropriate for use in an organization
 To understand the use of assessment procedures in career development
intervention
 To understand how to use technology in career development intervention
 To facilitate understanding of personal, social, economic, and other factors
related to the world of work for employees throughout their organizational
lifespan
 To plan, design, and implement life-long career development
programmes
 To locate, identify, evaluate and disseminate career and
educational information to employees, in line with organizational
needs and opportunities
 To evaluate the career development programme and use the results
to effect organizational and employee improvements.
 To identify developmentally appropriate and culturally sensitive
strategies for addressing the career development needs of
employees
Importance of CD
It helps in developing skills and competencies of employees for initiating,
expanding and managing an organization effectively with focus on real life
business situations and business practices.
• It develop in developing entrepreneurship spirit and potential amongst the
employees in order to make them successful innovators.
• To facilitate the acquisition of requisite skills, knowledge and competencies for
organizational excellence.
• To develop and create a pool of talented people to successfully execute the
business strategies of the organization.
• To devise and implement a talent management system in the organization
• To facilitate succession planning and development to ensure long-term growth
and success of the organization.
 Principles of CD
• Dissemination of current information about the organization and future trends
helps employees create more realistic career development goals;
• Focus on skill development by providing learning opportunities
• Opportunities for promotion and/ or lateral moves contribute to the employee’s
career satisfaction;
• A greater sense of responsibility for managing one’s own career contributes to
self-confidence;
• Career planning and development clarifies the match between organizational and
individual employee goals;
• Its cost-effective to use current employee talent to provide career development
opportunities within the organization;
• Career development increases employee motivation, equality and
productivity;
• Organizational attention to career development helps to attract top
professionals and retain valued employees;
• Supporting career development and growth of employees is the
founding philosophy of human resources development
Roles career dvt;
of two parties are crucial in in career development: employer,
employee.
Employer’s Role-
Proactive, Encourage, Reward, Enlighten

Employee’s Role
Assessing one’s own KSA’s., Seek out information about career
options, Make use of development opportunities provided in
organization,
Establish goals and plans, Accepts that career planning and
developments are one’s own responsibility
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 Career Dvt Initiatives
Career Planning Workshops

Career Counselling

Mentoring

Sabbaticals

Personal Development plans

Career workbooks 6
Theories of CD Trait and factor theory

Vocational personalities
Structural theory
and environment theory

Socioeconomic theory

Theories of CD
Super’s theory

Social learning theory

Developmental theory

Decision making theory

Cognitive theory
 Structural theory
The structural theory focus on individual
characteristics and occupational tasks.
1)Traits and Factor theory
2)Vocational personalities and Environment
theory
3)Socioeconomic theory
 Trait and Factor theory

The theory began with the persons who proposed that

a choice of a vocation depended up on an accurate
knowledge of self, thorough knowledge of job
specification, and the ability to make a proper march
between the two.
There are 3 broad factors in this theory.
•Clear understanding of self, aptitude, abilities, interests, ambitions,
resources and limitations.
•Thorough knowledge of the requirement and conditions of success,
advantages and disadvantages, compensation, opportunities, and
prospects in different line of work
•True reasoning on the relations of these two groups of acts.
Major assumptions:-
•Individuals and job traits can be matched
•Those close matches are positively correlated with job success and
satisfaction.
 Vocational Personalities and Environment Theory
 The theory propounded by John Holland
 According to the profounder, people can function and develop best
and find job satisfaction in work environments that are compatible
with their personalities.
Objectives of the theory:
• To organize the voluminous data about people in different jobs
and the data about different work environment
• To suggest how people make career choices
• To explain how job satisfaction and vocational achievemen
occur.
The t h e o ry s a y s th at:
 P e o p le t e n d to choose a career that is reflects their
personality. Because people tend to be attracted to certain jobs,
the environment then reflects the personality of the person.
The theory emphasize on the accuracy of the self knowledge and
career information necessary for career decision-making.
Types of personality and work environment

1.Realistic
2.Investigative
3.Artistic
4.Social
5.Enterprising
6.conventional

Here, closer the match between personality and job, the greater will
be the satisfaction.
 Socioeconomic theory

 The theory gives detailed explanation and description of how

one’s culture, family background, social and economic
conditions and other factors outside an individual’s control strongly
influence one’s identity, values, and overall human and career
development.
 It also known as chance theory and accident theory.
 Through this theory, the employee can choose the best
opportunity and career development path
 Development theories

The development theories are focus on human development across life

span.

Theories:-
•Super’s theory
•Social learning theory
•Decision-making theory
•Cognitive theory
 Super’s theory
• The theory propounded by Donald Super.
• The theory speaks about the occupational maturity.
• People seeks career satisfaction through work role in which they can
express themselves and implement and develop their self- concept.
• Career maturity is manifested in the successful accomplishment of
age and stage developmental tasks across the life span.
• Self-concept is an underlying factor in this theory.
• Self-concept develops through physical and mental growth,
observation of work, identification with co-workers, general
environment, and general experiences.
 Super ’s contribution is the formalization of stages and
developmental tasks over the life span
Stage Age Characteristics
Form self concept, develop capacity, attitudes, interests, and needs,
Growth Birth – 14
form a general understanding of the world of work.

“Try out” through classes, work experience, hobbies. Collect relevant

Exploratory 15 – 24
information. Tentative choice and related skill development.

Establishment 25 – 44 Entry skill building and stabilization through work experiences

Maintenance 45 – 64 Continual adjustment process to improve position.

Decline 65+ Reduced output, prepare for retirement.

Social learning theory

• The theory developed by Krumboltz.

• The theory says that people choose their career based on what
they have learned from the society.
• There will be certain behaviours as models and motivating
factors.
• He developed this theory based on social learning, or
environmental conditions and events, genetic influence and
experiences.
 Decision-making theories
• Some of the theories hypothesize that there are critical points in
people’s lives when choices are made that greatly influence their
career development. Such as educational choices, entry level job
positions, changing jobs.
• Other theories concerned with ongoing choices across the life span.
• The decision made are influenced by person’s awareness of the
choices that are available to him and his knowledge of how to
evaluate them.
 Cognitive theories

• Cognitive theories suggest ways to help clients build or refine a

hierarchy of thinking skills and decision making skills that influence
career development.
• The theories build around how individuals process, integrate and react
to information.
• The way in which individuals process information are determined by
their cognitive structure.
 Stages of CD
Stage 1 - ASSESSMENT: 0-18yrs
In this stage, you are getting ready for your life’s work. This stage is
characterized by unawareness, in that you are not sure what your values,
strengths, and weaknesses are. You start to feel as though you
want to know more about yourself and make a conscious effort to get in
touch with who you really are.
Key characteristics:
•Taking assessment instruments
•Working with a career counsellor or career coach
Stage 2 – Investigation:18-25yrs
Here you are researching what work exists in the world. This stage is
characterized by feelings of confusion, in that you are not sure what
career options exist for you. You may feel overwhelmed with
all of the jobs and opportunities that exist as you begin the process of
researching the modern world of work. But if you approach this stage
with a positive frame of mind, you will find
that you will learn about many possibilities you may have never
considered.
Key characteristics:
•Researching the world of work
•Conducting informational interviews with people in your chosen field
Stage 3 – Preparation: 25-40yrs
In this stage, you are still getting ready to do your life’s work. This
stage is characterized by feelings of excitement, as you think of how
wonderful it will be to perform meaningful work. However,
there is still much work to be done, and to be successful, you have to
prepare.
Key characteristics:
•Gaining knowledge and experience
•Setting goals and adopting a success-oriented mind-set
Stage 4 – Commitment: 40-55yrs
In this stage, you will feel confident that you have figured out what you
are meant to do. Sometimes people have known all along what they
were meant to do but could not commit to the process of making it
happen, for whatever reason. At this stage, more than
ever, you must focus your energy and keep your eye on the target. Key
characteristics:
•Conducting a job search
•Negotiating and accepting a job offer
Stage 5 – Retention:55-retirement
Here, you will feel comfortable in your career field, as you will now
have figured out how things work in your industry. You will want to
remain committed to your career by continually updating your skill set
and staying current with industry standards.
Key characteristics:
•Providing first-class customer-service skills
•Building a professional network
Stage 6 – Transition: retirement?
This stage is characterized by feelings of discomfort in that you are
unsure of what you will be doing next (and/or if you will be happy). In
this stage, you will learn to make conscious changes in your career
direction.
Key characteristics:
•Making career changes
•Developing resiliency
 Factors Influencing CD
• Personal Characteristics:
When the person in the process of choosing a career, he should do a thorough self assessment. It
will allow him to learn what his personality type, interests, aptitudes and work-related
values are. These traits, taken in combination, play a major role in career development and
will help him to find careers, as well as workplaces, that are suitable for him.
• Socio-Economic Factors:
Socio-economic factors can be a barrier to career
development. They can significantly influence the person’s ability to pursue a career that is
otherwise a good match for him. For example, the person’s financial situation may
keep him from getting the necessary
there are ways of overcoming barriers such as limited financial resources, namely student loans,
financial aid and scholarships.
• Physical and Mental Abilities:
Some persons are better suited to some careers than others
due to their physical and mental abilities, and limitations. For example,
a person may want to become a doctor but
the intellectual ability to get into medical school. He should, if
possible, find a related occupation that makes the best use his
strengths while accommodating his limitations.
• Chance Factors:
Chance factors are life events over which the person has
little or no control. They can influence what careers he can choose
and how he progress in them. An example would be an
individual not being able to advance in his career because he is
a caregiver for a relative.
 Career Counseling  Training
 Career Pathing  Job Posting
 Inventory Skills  Promoting
 Transfers  Lateral Development

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THANK
YOU…