A Career And Professional Development

I’m drained by the end of the week at Migrant Education. Being an assistant teacher is tough when you’re dealing with 9-11 year old kids. They’re so hyperactive and want to play constantly. Sometimes they enjoy jumping on my back and expecting piggy back rides. I would come into PD sore and sleepy but I usually fake the act and try my best to get over it. Dont get me wrong, I wish professional developments started a little later so I can get more sleep. I mean who isnt tired after working all week?

Career development is comprised of three main objectives. The first objective is to meet human resource needs in a timely manner throughout the life of the business. The second objective is to provide information about open positions and opportunity for growth to the organization’s employees. The last objective is to use existing programs to develop and manage employee careers to match organizational plans and goals.

Inside any successful organization, there will be strong training and career development programs and systems. To recognize strong training and career development programs, one should know the: definition, methods, successes, HRM involvement, and their own wants and needs. To clarify understanding of these, the following will be described in detail: training and development by definition and how they fit into most organizations; the various methods used to train and promote career development; the direct correlation to organizational growth and success from training and development; the

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

I believe this explains the required skills and desired skills needed for the individual to be successful in their chosen role and setting.

Career maps are essentially the mapping or layout of what a person wishes to accomplish in order to acquire certain specific, measurable, attainable, relevant and timely goals. In addition, constructing this planning device will let individuals independently create a timeline that will further ensure that they are performing and acting efficiently when considering their future objectives. Although career maps should support the individual in producing a clearer path towards their desire career; this organizational tool can also allow objectives that are not directly related to the technical skills of a specific career.

Management must clearly define individual, groups, teams, and unit roles and responsibilities and explain how each is importance for the success of the organization. Furthermore, managers need to provide training, career development programs, and opportunities for advance as a technique to motivate employees. In addition, relationship building activities and off-site should be conducted to allow managers the opportunity to get a better understand of individual employees and the diverse cultures that make up the organization (Bueno & Tubbs, 2004; Vallaster, 2004; Kedia, Nordtvedt, & Perez, 2002).

Skill requirements (technical and behavioral competencies include) for each career stage are clearly outlined, in addition to the tenure and other qualifications

Using the Career Development Assessment and Counseling (C-DAC) model, which focus on helping clients with concerns through career development, with the Life-Career Rainbow helped me understand how life roles affect my desired career path. If I continue on the route of wanting to pursue a career in clinical counseling, I saw how many of my roles would be limited during the age range of 20s and 30s due to my investment into my education. But starting in my late 40s and 50s, my schedule will allot more time to invest more in my life roles as my career becomes steadier. The rainbow has helped me realize how my decisions in the past and present will affect my involvement in my life roles. It’s important for me to understand how these assessments

A strategically sound organization such as the college of business will continually develop employees grooming individuals to advance within the organization (Aguinis, 2013). The plan seeks to prepare employees, noting potential to be found and developing the noted talent through trainings, advice, coaching, and other developmental methods (Aguinis, 2013). Beyond developing current skills, the plan will seek to foster new competencies that are applicable to future positions within the organization as well.

When goal setting, you can sit on the sideline or you can play in the game. I personally prefer to play in the game. That is what goal setting allows us to do. It enables us to create our life instead of letting life be something that just happens to us. Career interest continually changes in a person 's life. By defining my career objective, possible career objectives for my future, taking an inventory in my current career attributes, and identifying what makes me happy and barriers to reaching my career goals, I will develop a five-year career development plan.

(2016), the Diagnostic Framework for Career Services has been designed with the sole purpose of assisting adults with specific career related needs and problems. This framework is used by career counsellors to determine which method of consultation would be the most appropriate to address the needs of the client.

EXPLAIN THE VIEW THAT ‘THE IMPORTANCE OF WORK VALUES CONSTITUTES LINKING GOALS, PROVIDING INFORMATION, AND ORGANIZATIONAL SAVVY.

Career planning and development interventions are an important tool in development and retaining an effective workforce (Cummings, ‎ Worley ,2009) Career Development opportunities were mostly thought to be biased towards the male employees in the company as indicated in organization hierarchy which had no female representation at all in the Board of Management at all which comprised of ten male members.The board committee however had one female as a secretary which further depicts that female population was not in the leadership position and was thought to be more useful for support roles rather than managerial role.Moreover , the Management Team was no different than the other two senior management categories with no female representation at all.There were a few female Managers in the Human Resource Department and Customer Services because they are thought to be associated with people having good communication skills and soft skills along with no tactical decision making involved and no long working hours linked with it generally.

Career development is defined as different progresses of a ‘job for life’ a few decades ago. Over the past three decades, careers, as lifetime experiences of individuals, are in a profound state of change. Jackson et al. (1996) state that there is ‘a wide range of revolutionary forces affecting labour markets, employment structures, organisational practice and educational provision’. Career development is now understood as the proactive behaviour that people decide the kind of work they do and how they gain skills, knowledge and attributes through work-related experiences to ensure continued employability. (Wilton and Nick, 2013)