A Brief Note On The Individual Career Management

Organizations benefit from career development systems, as they allow for a better understanding of the current and future staffing needs for an organization. Consequently, they ensure the organization is as efficient as possible when recruiting and selecting talent. Also, by creating these plans, key talent can

According to Career vision (2004), “Career management is the lifelong process of investing resources to achieve your career goals. Career management is not a singular event but a

I think the purpose of this assignment is to explore different career planning option. It has many assessments

There comes a time in life where individuals have to leave school to join the world of work whereby they will work their way up to the top. This is where career development comes into place. Career development is defined as progress through various stages in a career (Schreuder & Coetzee,2011). These are stages one goes through in order to mature in a career and for development to even exist, one has to start with making a career choice then developing it .A career choice can be defined as the relation between people’s personality types and their different occupational environment in which they work in.

This model requires a close relationship between client and coach for it to be successful.  A career coach is responsible for helping an individual "identify their sharpest skills, define career goals, be more productive, set strategies to earn more money, and make them more valuable to their current or next boss (Simpson & Glowiak, 2012, p. 289). Peterson and Millier (2005) stress learning and development as the main goal of career coaching. The authors encourage career coaches to implement techniques that help clients make decisions based on long-term priorities and not contemporary

Every organization works for its ultimate goal of attaining profit and to enjoying a good name in the society. Organizational success depends upon how the organization manages the information and process for attaining the target. For that the organization should have its own strategies and technologies for adequate knowledge management. Due to the drastic changes which has happened in our organizational working climate, career management intervention has to be given due importance for the performance of the workers. Human resource is considered as the most important asset of an organization but it is a true fact that no human being is complete. Solving of problems happens through sharing of experiences and knowledge among the individuals. However, individual career

They are no longer viewed objectively by their actions or subjectively by their agency (Dugger, 2016). Career development is influenced by the stories that are developed our ourselves and the education and occupational plot. (Savickas,

In 1980, Donald Super introduced a theory that described career development in terms of life stages and life roles. Super was one of the first theorists to discuss the constantly evolving nature of career development, and the importance of finding a balance between career and personal life. Super’s developmental model emphasized how personal experiences interact with occupational preferences in creating one’s self-concept. Super discussed how each of us progress through various life and career development stages, including growth, exploration, establishment, maintenance, and disengagement. He also discussed that each of us take on different roles as we go through life, such as a child, student, leisurite, citizen, worker, parent, and spouse. Each of these roles has an impact on our personal and professional development, and on our work/life balance. Finally, his “archway” of career determinants detailed how both personality characteristics (intelligence, needs, values) and societal characteristics (labor market, school, family) influence our career choices and have a major impact on our career development.

Given that, top performers need to know how to get to where they want to be in the organization, and direction needs to be supplied. The simple truth is, when a company lacks the ability to show the individual a path of progression in order to move forward, it can be detrimental to the organization bottom-line, as turn-over affects the profits of an organzation. The result is employees will disengage and will seek other opportunities of employment elsewhere. As a final point, providing staff with a career path is similar to creating a psychological contract for an employee to stay employed with the company. By companies investing in the employee’s growth and development, they will grow in to a loyal employee and stay with the corporation. Creating a path for an employee increases employee retention. This creates a strong sense of purpose for the individual; they become connected to the organization, as they desire to be a part of the bigger picture (Gupta).

This paper suggests the many reason an individual would experience a career plateau at some point it their career. The focus of this paper is the relationship between the difference and relationship of career plateauing in three areas: structurally, content, performance, consequences, organizational factors, influences, deadwood and solid citizens. In addition, I have identify two articles that will help support Greenhaus’s theory and reasoning for career plateauing. Career plateau is defined as the “point in a career where the likelihood of additional hierarchical promotion is very low.” Individuals typically experience a career plateau during their career at some point in their lives. Career plateau is the point in one’s career where they feel stuck and see no future for advancement in their skills or additional hierarchical promotions. There are several reason for career plateauing such as: structurally and content plateauing. Structurally plateauing is the lack of additional hierarchical promotion. Content plateauing is the lack of increasing one’s current responsibilities or duties. Plateauing is normal, and it’s also normal to identify the reason behind plateauing. Career plateauing can be voluntary or involuntary. Specifically, the results that impacts plateauing were very similar in respect to Greenhaus’s theory of career plateauing; which are well noted in this paper.

As the editor of a training and development magazine, Ketter give insight on the importance of career development and

Given the range and complexity of career work and practitioner approaches, it is helpful for career coaches and clients alike to understand the nature of the discipline. Models highlighting the spectrum of competencies, activities and potential outcomes prove useful to explain ways of working and explore client needs and coaching requirements. With the help of recent research, two principal career coaching models shall now be explored.

Career development is a commitment that should be equally understood by both employees and the organization. The realization of the importance of career development by organizations it will foster the essence of a learning organization that offers opportunities to its employees for growth. These opportunities may be in the form of tuition reimbursement programs, counseling services, career pathing, and training. Training and mentoring are effective tools that managers can utilize to assist employees with career development. Training programs that are designed to coincide with projected career development plans are track able and measurable with correlations to enhance the employees’ abilities that increase quality of performance. The outcomes of training provide the data necessary for managers to evaluate the effectiveness of the program. Data from training programs give managers a general idea of what content in the program was effective for ineffective. Managers or trainers can modify training program content in order to have a more comprehensive and effective program that renders a successful training outcome with high rates of training transfer. Managers can assist new recruits and existing employees to reach new plateaus in their career by assigning mentors. Mentors can prove to be invaluable sources of motivation, and support.

According to Tomlinson (2007), the writer stated: “increasingly, individuals can no longer expect a ‘job for life’” this shows that it is becoming difficult and unusual for people to work on the same job for a long period of time (Tomlinson et al.: 2007). Furthermore to Tomlinson (2007) research, “employees instead have to take a more flexible and proactive approach to their working lives involving the management of their own employability” meaning that the individual has to be independent and manage their own employability to be able to reach their career goals. For example, the more skills and knowledge a worker has from their previous job or education, the more likely they are to get a professional job role and stay on it for a long time because in the labour market and the economy, the skills and knowledge is crucial and this is what makes the individual stand out (Tomlinson et al.: 2007).

This paper presents personal development plan which I have formulated to identify my career objectives and improve my interpersonal and professional skills. Personal development planning includes a set of questions which try to identify career interests, potentials, and competencies, collect relevant information for future decision making, and personal development matrix to identify short and long term goals and their respective actions to be followed.