CAREER

DEVELOPMENT
 CAREER
DEVELOPMENT
 Historical Background
• The concept of Career is pretty new at least
in historical terms. The practice of choosing
an occupation was not the norm for most
people until the beginning of the twentieth
century.
• Before 100 years, most people
automatically adopted occupations of their
parents. If your father was a farmer, a
shopkeeper or a carpenter, then you would
follow in his footsteps.
Historical Background (contd:)
• So Career choice was almost nonexistent.
Your career was what you were born into.
there was no need to plan, you just followed
the path laid down by your family’s
circumstances.
• But there were some exceptions, for
instance, wealthy family…
Historical Background (contd:)

So why did things change??

• Industrial Revolution
The development of new, big industries such
as Oil, Railroads, Textiles, Shipping,
Automobiles, Banking, Construction,
Telecom Sector etc… created the
opportunities and attracted workers from
farms and rural areas..
 Enter Vocational Guidance
• To help and guide job seekers in
examining their personal
characteristics and local employment
options a man named

Frank Parsons created the Vocation

bureau in 1908 (Boston, USA).
 Frank, program three basic steps for
making a wise career choice
1. Careful self assessment of one’s interest,
skills, goals and resources.

2. Study all of the available options for

school, additional training, employment.

3. A careful reasoning of which choice was

best in light of information uncovered in
the first two steps.
 Careers in the Present Day
How is career planning different now from 100
years ago??
The basic nature of work is changing….
• Gone are the days when one began his or her
career at a company and remained their loyal till
retirement.
• Work and organizations have become international
in scope..

• Work schedules, Diversity, gender.., all these

increased complexities for career building
 What is a Career?
• The term career means
Advancement, or a profession…
Definition
A Career consists of all the jobs held
during one’s life.

• Reflects any work, paid or unpaid.

 Key Terms
Career Path
• C.P is a sequential pattern of the job that forms
one’s career.

Career Planning
• C.P is the process by which one selects career
goals and path to those goals. e.g. Teacher, sales
manager, software developer….

• Developing a career plan can help you outline a

clear path as you begin looking for a new job
 Career Plan
Career Objectives
• Once you know where you want to go with
your career, it will be much easier to create
goals and track your progress.
• Position Title
• Functional area
• kind of organization
All these information should cover your CO
Typical example of Career Objective:
• Seeking a position where I can use my
writing skills as a features editor for a travel
magazine.

Career Development
• C.D consists of the personnel improvements
one undertakes to achieve a personal career
 Organization Goals In Career
Development
Value for the Organization
1. Ensures needed talent will be available.
2. Improves the organization's ability to attract
and retain talented employees.
3. Ensures that minorities and women get
opportunities for growth and development.
4. Reduces employee frustration.
5. Promotes organizational goodwill.
 Individual career development
 Job Performance
If you are doing a good performance, it can
develop your career.
 Exposure (like International exp: etc.. )
About your field, job…
The more you know about your job the more
chance of development.
 Individual career development

Networking
How well you are connected in the
field, you are working.
This can also help develop your
career
Resignation
 Individual career development

Organization Loyalty
Key Subordinates
Mentors
 Remember
Staying Motivated
Stay focused
Remind yourself of your goals on a daily or weekly
basis.
Use Technology
Use of different Websites
Make yourself accountable
Tell friends and family members about your plan so
that they can help you by asking about your
progress toward your goals.
 Potential Benefits Of CD/CM
• Better employee-
organization fit

• Better communication
between employee-
manager

• Increased loyalty
 Potential Benefits Of CD/CM

• Increased
productivity
• Competitive edge in
recruitment
• Increased employee
motivation
• A highly developed
workforce
Traditional Career Stages
 Traditional Career Stages
1. Exploration
• Includes school and early work
experiences, such as
internships.
• Involves:
– trying out different fields
– discovering likes and dislikes
– forming attitudes toward work
and social relationship patterns
 Traditional Career Stages
2. Establishment (Org: Entry)
• Includes:
– search for work
– getting first job
– getting evidence of “success” or “failure”
• Takes time and energy to find a “niche”
and to “make your mark”.
Traditional Career Stages
3. Mid-Career
• Challenged to remain
productive at work.
• Employee may:
– continue to grow
– stay competent.
 Traditional Career Stages

4. Late career
– Successful “elder states persons”
can enjoy being respected for their
judgment. Good resource for
teaching others.
– Those who have declined may
experience job insecurity.
 Traditional Career Stages

5. Decline
• May be most difficult for
those who were most
successful at earlier stages.
• Remain productive in work,
maintain self-esteem, prepare
for effective retirement.
How can HR Increase planning
awareness??
• Holding Seminars

• Workshop

• Speeches

• Newsletter
 Career Choices and
Preferences
• Good career choice outcomes provide
positive self-concept and opportunity to
do work we think is important.
 Career Choices and Preferences

• Developed by psychologist
John L. Holland.
• Holland's theory argued that
"the choice of a vocation is an
expression of personality"
 Career Choices and
Preferences
Holland Vocational Preferences
• Three major components
– People have different occupational
preferences
– People work better at jobs they like..
– Communication is better between
workers with similar interests
 Career Choices and
Preferences
Holland Vocational
Preferences
• Model identifies six
vocational themes
– Realistic (Doers)
– Investigative(Thinkers)
– Artistic (Creators)
– Social (Helpers)
– Enterprising(Persuaders)
– Conventional
(Organizers)
 Six Vocational Themes
• Realistic - practical, physical, tool- oriented,
prefers to deal with things than people.
• Investigative - analytical, intellectual, scientific,
explorative, prefer abstract problems, enjoy
ambiguity. Like Mathematics, Medical Science,
PhD, Research & Development etc..
• Artistic – creative self expression, Sensitive,
emotional, independent. Like Music/Drama,
Writing, Art etc..
 Six Vocational Themes
• Social - cooperative, supporting, helping,
Concerned with the welfare of others, teaching
others, good in group setting like Academic
advising, Nurse, Education/Counseling or
Teaching…
• Enterprising – Energetic, Adventurous, Enjoy
persuasion, leadership, Persuading. Like Public
Speaking, Sale, Business Mgt, etc..
• Conventional - detail-oriented, organizing,
clerical, Like office Practices, Administrator,
Audit officer ….
 Enhancing Your Career
The individual holds primary responsibility for
his/her career. Suggestions on how to do that
are: