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Career Development

The document discusses an organization's responsibility for career development. It emphasizes establishing clear career paths that build on employees' skills and integrating career opportunities with staff talents. Effective communication of career paths and requirements for advancement is important. Career development can reduce turnover, improve equal opportunities, make better use of personnel, and enhance job satisfaction and competitiveness. It also helps employees keep skills current and avoid obsolescence.

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Lee Buela
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94 views11 pages

Career Development

The document discusses an organization's responsibility for career development. It emphasizes establishing clear career paths that build on employees' skills and integrating career opportunities with staff talents. Effective communication of career paths and requirements for advancement is important. Career development can reduce turnover, improve equal opportunities, make better use of personnel, and enhance job satisfaction and competitiveness. It also helps employees keep skills current and avoid obsolescence.

Uploaded by

Lee Buela
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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CAREER

DEVELOPMENT
• ORGANIZATION’S RESPONSIBILITY FOR CAREER DEVELOPMENT

● Integrating needs. The human resources department, nursing division,


nursing units, and education department must work and plan together to
match job openings with the skills and talents of present employees.
• ● Establishing career paths. Career paths must not only be developed but
also communicated to the staff and implemented consistently.
• When designing career paths, each successive job in each path should
contain additional responsibilities and duties that are greater than the
previous jobs in that path.
• Each successive job also must be related to and use previous skills.
• Once career paths are established, they must be communicated effectively
to all concerned staff.
• What employees must do to advance in a particular path should be very
clear.

• Although various forms of career ladders have existed for some time, they
are still not widely used. This problem is not unique to nursing. Even when
healthcare organizations design and use a career structure, the system often
breaks down once the nurse leaves that organization. For example, nurses at
the level of Clinical Nurse 3 in one hospital will usually lose that status
when they leave the organization for another position.
• Career Development Career Development is the process of choosing a
career, improving your skills, and advancing a long a career path.

• It's a lifelong process of learning and decision-making that brings you


closer to your ideal job, skillset, and lifestyle.
• Likewise, it is the process of self-knowledge, exploration, and decision
making that shapes your career.
• It requires successfully navigating your occupational options to choose
and train for jobs that suit your personality, skills, and interests
• When someone pays careful attention to their career development, they
identify their own strengths and blind spots, then work hard to improve
their skills.
• It also involved learning about different roles and industries to find a match
to their abilities, seeking out opportunities to advance, and maybe even
changing careers altogether if they find a more suitable one.
• JUSTIFICATIONS FOR CAREER DEVELOPMENT
• ● Reduced employee attrition.

• Career development can reduce the turnover of ambitious employees who would otherwise
be frustrated and seek other jobs because of a lack of job advancement.
• ● Equal employment opportunity. Minorities and other underserved groups will have a
better opportunity to move up in an organization if they are identified and developed early
in their careers.
• ● Improved use of personnel. When employees are kept in jobs that they have outgrown,
their productivity is often reduced.
People perform better when they are placed in jobs that fit them and provide new
challenges.
• ● Improved quality of work life.

• Nurses increasingly desire to control their own careers.

• They are less willing to settle for just any role or position that comes their way.
• They want greater job satisfaction and more career options.
• ● Improved competitiveness of the organization.
• Highly educated professionals often prefer organizations that have a good track record
of career development.
• During nursing shortages, a recognized program of career development can be the
deciding factor for professionals selecting a position.
• ● Obsolescence avoided and new skills acquired. Because of the rapid
changes in healthcare, especially in the areas of consumer demands and
technology, employees may find that their skills have become obsolete.
• A successful career development program begins to retrain employees
proactively, providing them with the necessary skills to remain current in
their field and, therefore, valuable to the organization.
• Some of the most basic career development programs, such as financial
planning and general equivalency diploma (GED) programs, can be the
most rewarding programs for the staff

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