CAREER DEVELOPMENT AND

GROWTH
 
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www.themegallery.com
Topics :

 Career development and growth

 Training and development
 Employee characteristics in 21st century

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EMPLOYEE DEVELOPMENT

 The provision of learning, development &

training opportunities in order to improve
individual, team & organizational performance.
 Aims:
1) Ensure that orgn has the quality of people it needs
to attain its goal to improved performance & growth
2) Ensure that all employees has the knowledge &
skills that reaches the level of competence required
to carry out their work effectively
3) Ensure that people are develop in a way that
maximize their potential

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 Employee Development Activities
1) LEARNING – a relatively permanent change in
behaviour as a result of practice or experience
2) EDUCATION – the development of k/ledge, values
& understanding required in all aspects of life
3) DEVELOPMENT- the growth or realization of a
person’s ability & potential through learning &
educational experiences
4) TRAINING – the planned & systematic
modification of behaviour through learning,
programme & instruction which enable individual to
achieve the levels of k/ledge, skills & competence
to work effectively
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 Career Development

 Involves managing your career either

within or between organizations including
learning new skills, making improvements
in your career.
 Is an ongoing, lifelong process to help
you learn and achieve more in your
career.
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 Career Development
 Entire sequence of activities and events related to an
individual's career
eg. acquiring educational qualifications and
certifications, career path, self-actualization as an
individual, shifting of careers and career growth,
learning curve, family life, accomplishments and
recognition
 a lifelong process of becoming aware of exploring and
experiencing factors that influence various aspects of a
person’s life.
 The knowledge, skills and attitudes enable planning
and decision making about work exploration and related
employment , vocational choices & personal
management eg. life/work skills. LOGO
Career Development Model
 Michael Armstrong (1996)
Expanding Establish Maturing

GROWTH

PLATEAU

STAGNATE/DECLINE

 20 30 40 60
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 Cont…
 EXPANDING
Start of career
Acquired new skills, k/ledge, competencies are
developing quickly, aspirations & inclinations are being
clarified
 ESTABLISHING
Applied the skills & k/ledge gain, test the skills, modify &
consolidate with experience
Aspirations are confirmed or amended
 MATURING
- Individual are well established on their career path &
proceed along it according to their motivation, abilities &
opportunities
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 GROWTH
Progression stage
Learn & mature in the process
Acknowledge work
Individuals vary widely in their progression

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 Cont…
 PLATEAU
Is a phase where one feels that his likelihood of being
promoted is low, or where his learning rate won't improve.
Every individual experiences a career plateau at one or
more points in his working life.
It is perceived as a time of
stagnation and lack of progress
in one's career where there
is no
further scope of growing ahead.
The chances of promotion are
also low, thus leading to poor job
performance and dissatisfaction
with the job
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 STAGNATE/DECLINE
 When plateau stage continues
 Employee may end up switching to new job
 might be because of health conditions
 nearly retirement
 Retirement plan

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 CONT….
 Okuji and Associates (2010)

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Training
 DeCenzo & Robbins (2000), - “learning experience, in that,
it seeks a relatively permanent change in an individual that
will improve his ability to perform on the job”.
 training must be designed in such a way that, it will involve
the either the changing or enhancing of skills, knowledge,
attitudes, and social behavior.
could involve what the employee knows, how he works,
his relations and interactions with co-workers and
supervisor

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 Involves - the development of skills that are usually
necessary to perform a specific job. Its purpose is to
achieve a change in the behaviour of those trained
and to enable them to do their jobs better. Training
makes newly appointed employees fully productive in
lesser time
 Gary Dessler: Training is the process of teaching
new employees the basic skills they need to perform
their jobs.

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TRAINING

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Training benefits

 To stay ahead of the competition – changing

landscape
 Keep employees motivated. New skills and
knowledge can help to reduce boredom.
 Training can be used to create positive attitudes

 Training can be cost effective

 Helps the employee to become more efficient.
 Be able to see weaknesses and skill gaps
 Attract new talent

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Factors Influencing T&D

1) Top management support

2) Commitment from specialists and generalists
3) Technological advances
4) Organizational complexity
5) Learning style

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Approaches in training

2 main categories
1) Management
2) Non-management

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Non-management
1) OJT
2) Apprenticeship
3) Classroom
4) Computer
5) Simulation

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Management level

1) Experiential learning
2) Seminar/conferences
3) Case study
4) Management games
5) Role play
6) Behaviour Modelling
(model, reenactment,
respond & reinforcement)

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21st century workers

“The better jobs of today and

tomorrow require a habit of
continuous learning."
Peter Drucker

“Learning is what most adults will do

for a living in the 21st century."     
Sidney Joseph Perelman

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 Labor Shortages, Education & Skills

 A World Bank Study estimate that 68 million

immigrants will be needed in EU to meet labor
requirements during the period from 2003-2050.
 Increase labor force participation of women
 UN estimates that Japan needed 647,000 immigrants
annually for the next 50 years to maintain the size of
its working population
 By 2013, labor-force growth in the US will be zero.
The US is forecast to have a shortage of 17 million
working age people by 2020 .
 China will be short by 10 million
 India will have a surplus of 47 million LOGO
Main Concerns
 Firms already experiencing a contrary phenomenon which
becoming common in future.
 Not a shortage of jobs, BUT a shortage of skilled workers.
 Employment in agriculture has been replaced by
machinery.
 Low skilled manufacturing jobs have been largely
exported to lower wage developing countries.
 Demand for workers with higher levels of education,
technical knowledge and skill has been rising rapidly.

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Main Concerns
 Less demand for older workers who have not continued
to upgrade their knowledge and skills.
 Educational institutions have responded slowly and
inadequately to this change in demand.
 Rising skill requirements + shortage of skills create a
mismatch between the skills of the workforce and the
needs of the economy.
 Numerous studies showed substantial shortage of
workers with the required skills to fill vacant positions.

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21st Century Employees

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21st Century Employees
 Creative Thinking - generate new ideas
 Decision Making - work through the steps of
good decision making.
Can u specify goals, generate alternatives,
consider risks, and evaluate and choose the best
alternative?

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21st Century Employees

 Problem Solving - recognize problems, devise

and implement a plan of action to solve
problems
 Seeing Things in the Mind’s Eye - ability to
visualize information. Can u organize
information intellectually?

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21st Century Employees
 Knowing How to Learn - life-long learning.
Apply new knowledge & ready for any challenge?
 Reasoning - ability to work through a problem or
issue in a systematic way
 Responsibility – do u think u accountable or
blame someone else for mistakes?

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21st Century Employees

 Self-Esteem - self-reliant & positive self-image

 Sociability - friendly, adaptable, empathic, and
polite
 Self-Management –Do u follow through on
tasks, take control and responsibility for the
outcome

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 21st Century Employees
 Integrity/Honesty - Without a doubt, strong values
and character are hallmarks for success.
 Participates as a Member of a Team - function on
a team and contribute to a group effort
 Leadership - justify a position, persuade and
convince others, challenge existing procedures and
policies
 Negotiates - Can u work toward agreements
involving exchange of resources, and resolve
divergent interests?
 Works with Diversity - Can u interact well with
people from diverse backgrounds?
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