CAREER DEVELOPMENT

1st part - Introduction

Dr.WRPK Fernando 12/06/23

 HRD Components

Training: Providing
knowledge, skills, and
abilities used in a job
Career Training and
Development Development
Development: Preparing
for future responsibilities
HRD
OD: Planning
interventions to enhance
organizational
Organizational
Development
effectiveness
Career development:
Planning and managing
career stages
 What is a Career?
“A sequence of positions occupied by a person
during the employee/course of a lifetime”
“A sense of where one is going in one’s work life”
“An individual's work-related and other relevant
experiences, both inside and outside of
organizations, that form a unique pattern over the
individual's life span”

Dr.WRPK Fernando 12/06/23

 Definition

Career has been defined by Dessler (2005) as the

occupational positions a person has had over many
years.

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 Career of an Employee

Career of an employee may be two forms.

1.Unitary career.
The jobs a person has had in a certain field of
employment or a certain profession.
2. Multiple career.
The jobs a person has had in more than one certain
field of professions.

figure

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 Definitions of Terms
Career path- A career path is the sequential pattern
of jobs that forms one’s career.
Career goals- Career goals are the future positions
one strives to reach as part of a career. These goals
serve as benchmarks along one’s career path.
Career planning- Career planning is the process by
which one selects career goals and the path to those
goals.
Career development- Career development is the
process by which one undertakes personal
improvements to achieve a personal career plan.
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 Purposes of Career Management

For employees.
 To increase possibility of getting promotions.
 To help reach the top of the profession.
 To ensure job security.
 To increase self-esteem.
 To feel more comfortable in life.
 To become a mentor.
 To become a role model for others to follow.

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 Purposes of Career Management Cont…

For Organization.
 It is possible to meet internal staffing needs.
 To create a better image as a good employer
attracting job applicants.
 To reduce employee absenteeism and turnover.
 To enhance productivity through improved value of
the employee and satisfaction.

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 Who is Responsible for……..
“the Career”

Who is responsible for your(employee)

career?
 Traditionally, the employer
 Now, employee

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 Three parties who are responsible

1. Individual-centred career management:

This is done by the employee who selects career goals
and the path to those goals.
It focuses on the employee’s values, preferences and
competencies rather than organizational needs.
He or she may achieve career goals inside or even
outside the organization.

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 Three parties who are responsible Cont..

2. HR department-centred career management:

This is done by the HR Department.
It focuses on the organizational needs as well as
individual needs.
It strives for helping individual employees to achieve
their career goals internally to the possible extent.

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 Three parties who are responsible Cont..

3. Manager-centred career management:

This is done by the superior of the relevant
employees.
It focuses on the relevant department or unit needs
and the relevant employees’ needs as well.
The relevant superior is required to encourage career
management of the subordinates and provide possible
assistances.

Figure

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 The Importance of Careers

For organizations: Helps align staffing with

strategy
For employees: A source of identification
and a factor in quality of life
 Career Management

Career management is the combination of structured

planning and the active management choice of one's
own professional career.

Dr.WRPK Fernando 12/06/23

 HR Department and Career Management

 Strategy 1: Provide Career Education

Career education will result in that right knowledge,
skills and attitudes of career management are
acquired by all the employees.
 Strategy 2: Provide information on Career Planning.
The HR department should provide all needed
information about possible career goals and different
career paths available within the organization to
employees.

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 HR Department and Career Management Cont..

 Strategy 3: Provide Career Counselling

The counsellor may give advice to the counselee (the
employee) to set career goals and select career paths:
provide the counselee with confidence to succeed:
give information: and analyze career needs and
opportunities so as to help the counselee to do career
management.
 Strategy 4: Offer a Variety of Career Options
It is important to create different career paths.

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 HR Department and Career Management Cont..

 Provide Planned Job Rotation.

Job rotation is moving the employees from one job to
another. Moving may involves from one field to
another field too.
 Provide Mentoring Opportunities.
If the mentor has a sufficient willingness, and time to
give advice, the junior person may be able to learn a
lot about career planning and development.

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 HR Department and Career Management Cont..

 Do Other Initiatives.
These initiatives include offering on-site or online
career centres to provide career management
materials; establishing a corporate campus to offer
various development courses; and providing day care
facilities, specially for female managers and
professionals.

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 Career Development

Career development
 An ongoing, formalized effort by an organization that focuses
on developing and enriching the organization’s human
resources in light of both the employees’ and the organization’s
needs.
 Career Development

Importance Areas
Career planning
How do individuals choose careers?
The career cycle
Changing ideas about careers
Current issues in careers

Dr.WRPK Fernando 12/06/23

Who is Responsible for Career
Development?
 Organization’s Responsibilities

Entity having primary responsibility for instigating

and ensuring that career development takes place
Responsible for developing and communicating
career options within the organization to the
employee
Should carefully advise an employee concerning
possible career paths to achieve that employee’s
career goals

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 Employee’s Responsibilities

Primary responsibility for preparing individual

career plans rests with individual employees
Only individual knows what he really wants out of a
career, and desires vary appreciably from person to
person
Requires a conscious effort on the part of the
employee
 Manager’s Responsibilities

Manager should serve as a catalyst (method) and

sounding board
Manager should show an employee how to go
about the process and then help employee evaluate
conclusions
 Career Planning

 Identify individual goals

 Assess personal characteristics

 Determine how and if goals can be reached

 Obtain more information about goal
 Compare personal resources and career requirements

 Take steps toward goal

 Mentors and other interpersonal relationships
 Personal development activities

 Periodically reassess goals and progress toward goals

Dr.WRPK Fernando 12/06/23

 Career Planning

Employee responsibility:
 Self-assessment,

 Identify and analyze career options;

 Decide and develop career objectives and needs;

 Communicate career preferences to your manager;

 Map out a plan with your manager .

 Career Planning

Management responsibilities:
 Encourage career planning process,

 Assess realism of employee’s plans,

 Provide information to employee about career planning

resources, and career development opportunities such as
job openings, training programs, and rotation
assignments.
 Individual Career Choice

Overall life goals

Social background, including family factors
Personal interests
Abilities
Self-identity
Personality factors

Dr.WRPK Fernando 12/06/23

Thank you

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