career development

Career Development Systems – An Overview

Career Development or Career Planning basically refers to the act that an individual can go through to evolve his occupational status in a dynamic and market-oriented manner. It’s the act of making crucial decisions for long term commitment, to align future needs of mental or physical fulfillment with career progression opportunities. It is also one of the key elements for attaining personal success, career growth, and career satisfaction. There are a number of career planning strategies that can be adopted to enhance one’s career development. These include self-help career planning, consulting with career counselors, participating in career fairs and networking events, and lastly, entering into a career transition plan or an exit strategy. All these have been discussed in this career development guide.

Self-help career development refers to setting goals and then implementing steps that will help achieve those career goals. For example, if an employee wants to climb the career ladder and attain a higher position in the organization, he/she needs to prepare a career management plan to assist him/her in achieving career goals. Usually, a career management plan outlines the stages that an employee has to pass through in order to reach his career goal(s). In addition, it defines the steps that are necessary to complete each stage, as well as how much effort will be poured into each stage in order to reach the final aim.

Career Development Planning considers retirement as a major career development objective. Retention is inevitable in an organization as most employees retire between the ages of forty and sixty-five years. This is therefore a phase which can be considered as a transition stage, or as a starting point for the next level in an individual’s life. When an employee retires, there may be some changes or discontinuity in an organization’s structure; therefore, an employee needs to be prepared for any such eventuality. An employer expects retrenched employees to acquire new skills and capabilities to help him or her achieve career goals. If an employee’s retirement is predicted to take four to five years, an employee needs to be prepared for at least two years’ worth of the transitional period at the current level of employment.

An organization’s plans and policies change with time; therefore, employees need to be equipped with information regarding the current and planned changes in their career development plans, as well as the expected impact of retirement on them. When a person retires, there may be a change in company procedures, structures, policies, and benefits. Therefore, an employee needs to be knowledgeable about such changes, including the implications they will have on him/her, their immediate and future impact on career development, and what he/she can do about these effects. At an earlier stage, career development plans provided for retirement preparation included both objectives regarding the later stages of career development. However, as the organization becomes more mature, specific plans become more specific and organization-specific.

Career development programmes focus mainly on planning for the future. They also involve setting short-term and long-term goals, developing strategies for achieving them, implementing them, monitoring performance, and reviewing progress. The management development plan should draw the right conclusions depending on the situation. A manager should be able to make good decisions even under very difficult circumstances.

Managing personal developments requires skills in the areas of leadership, managing people, goal setting, goal achievement, decision making, delegating responsibilities, and more. In order to develop personal improvements in career development, one must first develop personal development plans. Usually, the first step towards developing career path is career planning. This helps the organization understand what it wants from its employees, how it wants them to contribute to the overall success of the organization, and how these contributions are to be rewarded. This planning helps motivate the employees and provide them with the right direction.

The next stage of career development system involves career planning. In this stage, the objectives of the organization are set, as well as its vision and mission statement. It should be understood by everyone that the main aim of any business is to create wealth. There are many methods to achieve this goal, but modern career development systems include different aspects of corporate performance management, such as performance review, career development program, and career transition plan.

The final stages of career development system take into account any changes that may be required to the structure of the establishment, such as an addition of another department or division. Changes in company policies and procedures may require major adjustments in structure and operation. These mid-career stages provide the essential framework for organizations’ ability to handle changes in their environment and support workers who seek advancement in their careers.