CAREER DEVLOPMENT

INITIATIVE

PRESENTED BY- GROUP 3

Mohit sharma, Manish Sangwan, kriti pandey, Ku Jyoti , Himanshi sindhu
 1.Meaning of Career Development 6.Career Development Initiatives

2.Need for Career Development 7.Methods of Career Development

3.Objective and Importance 8.Career Development Programmes

4.Role of HRM in Career Development 9.Suggestions for Effective Career

Development

5. Stages of Career Development 10.Case study

Career Devlopment
Everything you need to know about career development
in HRM. Career development is essential for
implementation of career plan.
While career plan sets career path for an employee,
career development ensures that the employee is well
developed before he moves up the next higher ladder in
the hierarchy.
 Need Career development

When students complete their college education; they advance further into their
maturity, and explore all possibilities to put themselves into a good position. They
have to ready themselves by preparing a good resume, plan and attend job
interviews, prove themselves that they are worthy to be hired.

When they are placed on the job, they enjoy their responsibilities, position at work
and in life, make plans to move on. During this process they have their own intrinsic
and extrinsic enjoyments. Then the time comes for retirement for which they have
to plan also. Although the explanation looks simple and easy to accomplish, in real
life, it is not so simple and easy to achieve or attain all those things mentioned
earlier. Examine yourself and see what obstacles are there in going through this
cycle of life and even plan to overcome the obstacles.
 Objective and Importance of Career
Development

The main objective of career development is to ensure that people with appropriate
qualifications and experiences are available when needed. Career development is an
integral aspect of career management with major emphasis being on the enhancement of
employees’ career which commensurate with the requirements of the organisation.
The focus of career development is on the following:

(i) Obtaining relevant information about individual employees’ interests and preferences;
(ii) Matching individuals’ career interests and aptitudes to job requirements;
(iii) Providing career path information to employees to enable them to make their career
plans;
(iv) Providing financial inducements and facilities to employees for acquisition of new skills
and capabilities;
(v) Developing a suitable T&D programme both within the organisation and outside to
help employees improve their career.
 Importance of Career Development:
Both external and internal factors influence the need for career development.

Among these factors, Slavenski and Buckner (1988) list the following:

1. The need to identify and forecast human resource needs

2. Social and demographic trends
3. The changing nature of work
4. Changing types of jobs
5. Multicultural work force
6. Worker productivity
7. Technological changes and decreasing advancement opportunities
8. Organizational philosophies and practices

Employers are motivated to establish career development programs because such

programs are seen as an effective response to various HR problems, because top
managers prefer to promote existing employees and to ensure a good fit between
the work and the worker, and because employees have expressed interest in career
development as a benefit .
Role of HRM: As Elaborated by Snell and
Bohlander

The role of HRM in career development and management is elaborated

by Snell and Bohlander

A. The Employee’s Role:

Employees are more responsible for initiating and managing their own
career planning than their organization.
1. Employees must identify their knowledge, skills, abilities, interests
and values.
2. They must seek out information about career options to set career
goals and develop career plans.
B. The Organization’s/Manager’s Role:

If career development is to succeed, the senior level managers and HR managers must
work together to design and implement a career development system.
1. Managers should encourage employees to take responsibility of their own career.

2. They must offer assistance in the form of feedback on individual, performance.

3. They must make available information about the organization, the job and career
opportunities in the organization.

4. The organization is responsible for supplying information about its mission, policies
and plans for providing support for employee self- assessment, training and
development.

5. One of the important supports comes in the form of mentoring. Receiving advice
and counsel from someone who has gone through similar experiences will be
invaluable to employees.
Stages of Career Development

 Career development
refers to those personal
improvements which one
undertakes to achieve a
personal career plan.
  This career stage begins when one
 The exploratory stage is the starts seeking for work. It includes
period of transition from getting one’s first job. Hence,
college to work, that is, the during this stage, one is likely to
period immediately prior to commit mistakes; one has also the
opportunities to learn from such
employment. It is usually the mistakes and may also assume
period of one’s early 20 s and greater responsibilities. He/ she
ends by mid-20 s. It is a stage accepts job challenges and
of self-exploration and making develops competence in a
speculating area. He/she develops
preliminary choices. creativity and rotates into a new
area after three-five years.
 During this stage, the performance may  This stage is usually a pleasant one
increase or decrease or may remain because during this stage, the
constant. While some employees may employee neither tries to learn new
reach their goals at the early stage and things nor tries to improve his/her
may achieve greater heights, some may performance over that of previous
be able just to maintain their years. He/she takes advantage of and
performance. He/she may rotate into a depends on his/her reputation and
new job requiring new skills. enjoys playing the role of an elderly
statesperson. He/she may shift from a
power role to one of consultation.
 Since it is the final stage of one’s career, it ends in the
retirement of the employee after putting up decades
of service full of continuous achievements and
success stories. As such, it is viewed as a hard stage.
Career Development Initiatives

 Personal and professional growth are important factors for keeping your career
moving in a direction with which you are satisfied. Prior to setting up a meeting
to discuss your plan with your manager or supervisor you will want to engage in
self-assessment so that you will be able to clearly define and articulate your goals
and developmental needs.

 In addition, career development planning procedures may cater for the rising
stars by ‘fast tracking’ them, that is, deliberately accelerating promotion and
giving them opportunities to display and enlarge their talents.
1.Career counseling
2.Personal development planning
3. Management Development
1. Career counseling- Performance management processes, should provide for
counseling sessions between individuals and their managers. These sessions
should give the former the opportunity to discuss their aspirations and the
latter the chance to comment on them – helpfully – and, at a later stage, to put
forward specific
career development proposals to be fed into the overall career management
programs.
2. Personal development planning
Personal development planning is carried out by individuals with guidance,
encouragement and help from their managers/HRM as required. A personal
development plan sets out the actions people propose to take to learn and to
develop themselves. They take responsibility for formulating and implementing
the plan, but they receive support from the organization and their managers in
doing so. The purpose is to provide a ‘self-organized learning framework’.
3. Management Development - Formal approaches to management development.
The formal approaches to management development include:
Development on the job through coaching, counseling, monitoring and feedback by
managers on a continuous basis associated with the use of performance
management processes to identify and satisfy development needs, and with
mentoring;
Development through work experience, which includes job rotation, job
enlargement, taking part in project teams or task groups, ‘action learning’, and
secondment outside the organization;
Formal training by means of internal or external courses;
Structured self-development by following self-managed learning programs agreed
as a personal development plan or learning contract with the manager or a
management development adviser – these may include guidance reading or the
deliberate extension of knowledge or acquisition of new skills on the job.
METHODS OF
CAREER
DEVLOPMENT
TWO MAIN METHODS OF CAREER DEVLOPMENT

• Career development consists of the personal actions one undertakes to

achieve a career plan.

• The actions for career development maybe initiated by the individual

himself or by the organisation.

1.Individual

2.Organisational Career Development

1 Individual Career Development:
• Career progress and development is largely the outcome of actions on the part of
an individual.

• Some of the important steps that could help an individual cross the hurdles on the
way ‘up’ may include:

• a. Performance: • . Loyalty to Career:

• f. Mentors and
• b. Exposure: Sponsors:

• g. Key
• c. Networking:
Subordinates:

• d. Leveraging: • h. Expand Ability:

2. Organisational Career Development:

• The assistance from managers and HR department is equally important

in achieving individual career goals and meeting organisational needs.

a. Self-Assessment Tools:

b. Individual Counseling:

c. Information Services:
 c. Information Services

• Employment opportunities at various levels are made known to employees through

information services of various kinds. Records of employees’ skills, knowledge,
experience and performance indicate the possible candidates for filling up such
vacancies.

• For compiling and communicating career-related information to employees,

organisations basically use four methods:
• I. Job Posting
• II. Skills Inventory:
• III. Career Ladders and Career Paths:
• IV. Career Resource Centre:
• V. Employee Assessment Programmes:
• VI. Employee Developmental Programmes:
• VII. Career Programmes for Special Groups:
• Career development programme consists of all those activities
through which an individual’s career is developed.

• Since both organization and individual make efforts for an

individual’s development, there are two perspectives- organizational
and individual.

• Organizational perspective includes all those programmes which are

organized and managed by the organization.

• Individual perspective includes all those programmes which are

managed by the individual himself. This is also known as self-
development.
 Following organizational programmes are relevant for
career development:

1. Initial challenging tasks that enable employees to use their

maximum possible competence.

2. Information dissemination to make employees aware about the

working of the organization as a system.

3. Mentoring and coaching for continuous improvement of

employees.

4. Training and development linked to career development.

5. Job rotation across the functional areas to appreciate functional

linkages in the organization.

6. Allowing sabbatical and funding it to gain knowledge by the

employees from outside the organization.
The role of counseling in career development is
as follows:
A 1. To Provide Guidelines for Self-Understanding
One Chinese philosopher has said long back, “The most critical problem with us is that
we don’t know ourselves.
Career counseling tries to overcome this problem by suggesting them how to assess
themselves objectively and what career paths and development techniques are best
suited to them based on their strengths and weaknesses.

2.Develop Positive Thinking for Development

3. To Help Employees to Understand Organizational Dynamics

4. To Help Employees to Enjoy Greater Personal Satisfaction:

B. Groups Needing Special Attention in Career Development Programme:

There are some groups of employees who need special attention in career development
programme. These groups of employees are as follows- (i) woman employees, (ii) dual income
families, (iii) scheduled caste/tribe employees, (iv) late career employees (v) ex-servicemen, and
(vi) differently abled personnel.
Strategies for effective career
development
 Effective strategies
1. Improving Human Resource Planning and Forecasting System
2. Improving Dissemination of Career Option Information
3. Initial Career Counselling
4. Support of Education and Training
5. Special Assignments and Job Rotation
6. Career Development Workshops
7. Sabbatical, Flexible Working Hours, and Other Off-Work Activities
8. Flexible Rewards and Promotional System
i. Improving Human Resource Planning and Forecasting System:
Considering and analyzing the targets of the organization, it should develop the job
specifications and recruit personnel of the required quantity and requisite quality.
Companies need to develop procedures to meet the target in fluctuating situations.

ii. Improving Dissemination of Career Option Information

Companies having career planning system should share the information with the
employees through administrative manuals, circulars, or other documents.
Organizations should develop instruments to keep employees informed about the
career options.

iii. Initial Career Counselling:

Career counselling is a way of periodic performance appraisal. In addition to appraising
performance, counselling provides excellent opportunity to discuss career problems of
employees; their goals, and opportunities available for developing in career.
.
iv. Support of Education and Training:
Education and training system supports all levels of employees to improve their careers.
The prerequisites for further career growth are first identified, and need-based training
is conducted accordingly. Furthermore, for enhancing an employee s overall growth,
education is imparted

v. Special Assignments and Job Rotation:

Employees should get the opportunity of gaining new experience by way of performing
special assignments and through job rotation. Simultaneously, management can also
ascertain the capacity and potential of an employee to accept challenges, working in
new settings, and with new people.

vi. Career Development Workshops:

Considering the importance of employees’ career development, organizations are
arranging workshops and seminars as essential career development activities. These
workshops clearly indicate organizations’ concern for career development.
vii. Sabbatical, Flexible Working Hours, and Other Off-Work Activities:
At present, people get engaged in multiple family and social activities. In spite of
realizing the urgency of office work, they rush to perform the non-organizational
activities considering the relative importance. Later, they repent thinking about the
undone office work. This leads to the generation of organizational role stress on
account of inter- role distance.
Organizations need to develop sabbatical (time-off) leave, flexible working hours,
and other off-work activities. Allowing employees, particularly middle-aged people,
to avail sabbatical leaves provide the opportunity to develop new life interests.

viii. Flexible Rewards and Promotional System:

Nowadays, in the financial arena, there is a growing trend toward giving employees
a choice among several forms of financial rewards.
In fact, organizations need to develop multiple ladders to consider promotion and
rewards. The employees will definitely contribute their best to the organizations if
flexible rewards and promotional system are installed.
 Case study on employee in UAE

 Career development is an integral part of personal and professional growth of the

employees, so that, the alignment of the career objectives with the roles that the new
employees are playing in the organization is evaluated and analyzed to identify their
individual competencies, as per finding of the study where finding the following factors
are most affecting on individual competencies Career management competencies
(CMC), Goal setting competencies , Skill development competencies (SDC) ,which that
help in deriving its influence on their career growth across a course of time is
determined, however, the newly hired employees in the organization can be provided
with training related to their career goals, therefore, the development of a personal
goals is very important to ensure that we excel our own performance and exceed our
expectations in the organization.
 The change instigates in the handling of the employees as they have to go through
training and development, career planning and industry’s responsibility increases to
handle these talents. The progress of an individual is also dependent on the career
development plan that the organizations have for their employees.
Significance of the Research
Growing number of organization in the market have led the industries to focus on
the career development processes to sustain in the competition. This made
industry to focus on the personality development of the newly employed human
capital and on the issues related to cross-cultural management. Human resource
department started getting incorporated in the basic structure of the industry.
The research is significant as most of the organizations are suffering from high
employee turnover and this leads to huge losses to the organizations.

Methodology
The study implements a quantitative approach and the primary instruments used
in gathering the questionnaire. The questionnaire distributed among the
concerned employees of selected organization due to that, the random sample
was the technique to collect the data from 400 employees which are distributed
randomly over all the organization in UAE and aids to record the best results and
take full advantage of the reliability of the research conclusion. Therefore,
questionnaires were used to attain fitting as well as precise views of employees
and managers.
 Discussion
The research found that it is necessary for the employee to be aware of
the subject of the profession he is seeking and what is the future of this
profession and whether it suits his skills as well, this could be by opening
consulting centers, In addition to the functional goals that the person
sets for himself and through which he seeks to achieve these goals
through the development of efficiency and skills and the way of
performance, As well as the employee in the beginning of his work and
in a new work environment needs to develop his skills commensurate
with the nature of his job, which corresponds to the qualifications to be
able to progress in the career path and also changes the behavior of the
employee when he engaged in the work environment and begins to
understand the
organizational culture of the organization, in addition to initial training
and often change behavior of UAE employee after 6 months of
commitment.
The UAE employee also seeks good salaries and often chooses
government institutions instead of the private sector because the
government has better incentives and salaries than the private sector. A
very important point for each functional is what KSAO; They are
extremely helpful for recruiting personnel. KSAOs describe the skills and
attributes required for a particular position in an organization.
 Conclusion
There have been plethora of study, research on the accurate and precise definition
of the term Career. The career is a term which in a nutshell describes the entire life
cycle of an employee by keeping the track of progression and regression involved
in the entire cycle. Many employees gets successful in striking the successful career
progression and even more crumbles in the respective field, the career
development is an amalgamation of several process which involves career
planning, experiencing the work, human resource, promotion and many more.
The career development is driven by factors like the values and mindset of the
employees, the certain arrays of skill the employee possess, the employees’
ultimate goal or aim in life and the satisfaction enjoyed the individual in the
environment provided by the organization. In this research paper to understand
the factors affecting career development a questionnaire was prepared and was
distributed among the employees of an organization and their responses were
recorded. Then a regression analysis was made from the results from the recorded
response based
on one dependent value which was entry level employee and the five independent
values based on the self-development, skill, goal, awareness and career
development kind of competencies. This analysis showed a strong relation
between the independent and dependent variables which makes it evident that the
new level employees should possess a certain level of skill set and awareness
regarding the job.