Career Development Is the Responsibility of the Individual.

If economical factors such as money was no problem, everyone would wish to pursue their dreams and desires. I would either wish to indulge in a life of simply existing contently, or pursue my fervent, egotistical, and narcissistic wish to rule the world. But such are merely fanciful fantasies, and the responsibilities, limitations, and desires of reality, such as skill, income, and influence from internal and external factors such as family, determines our choice between income, emotional satisfaction, and skill compatibility. Simply put, based on our skill set, and our interests, we try to choose a profession that allows us to goals of whatever degree or term, depending on our aptitude and attitude for and toward work. The profession we choose is also often a product of influence from our romantic fantasies, the demands of society, and the suggestion and information available in our surrounding environment, such as teachers and counsellors. And often, our professional dreams, and goals, may or may not differ from our personal dreams and goals, and our profession, at least for me, is the means to the ends of my

The theoretical career development framework that I chose to assist in Catherine’s career counseling process is Donald Super’s counseling theory. I decided to chose this particular career development framework because I thought it would be the most effective and appropriate to use with the client. The client is thirty-seven years of age and is dealing with a lot on her plate. Equally important, people grow and change throughout their lives and this theory respects that.

Whilst a great body of careers theory literature leans towards “career as an individual phenomenon” (Schneidhofer, Latzke & Mayrhofer, 2015), careers cannot be isolated from other factors. Grandjean (1981, p.1057) places careers at “the intersection of societal history and individual biography”. Changes in context do impact on careers, however, the extent to which they do so in isolation is difficult to measure. Context has an important part to play, offering careers “a set of external structures and events that create opportunities and difficulties” (Inkson, Dries & Arnold, 2015). Changes in context are inexplicably driven by the forward motion of time. It has been argued that individual reaction to such changes facilitates career

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.

During the interview, Stashia presented issues of career changed frequently as she diverted from majoring in one career path to another. She divulged in the interview that she had once listened to others and not decided on her own path. She reported changing her major, considered doing things differently if she could, and not having taken any vocational assessments that would have helped her. The writer will conceptualize interviewees barriers with theories of career counseling.

Career development is not just beneficial to the organisation. The impact it has on an employee is valuable as well. It allows for the employee to align career goals with personal goals.

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

Our careers also play an important role in the formation of our identity. In our

A brief background overview on a few career development theories will help direct this literature review and give a foundation to current theories in career development. Career development is a complex, lifelong process that is influenced by a variety of factors. Niles and Harris-Bowlsbey (2005) defined career development as “the lifelong psychological and behavioral processes as well as contextual influences shaping one’s career over the life span” (p. 12). Although there are many career development theories, this literature review will focus on just a few. Donald Super’s Life-Span, Life-Space Career Theory highlights the “complex and multifaceted nature of career development” (Niles & Hutchinson, 2009, p. 69). Super’s theory builds upon 14 assumptions and supports three key aspects of career development: life-span, life-space, and self-concept (Niles & Hutchinson, 2009). Life-span focuses on the development over one’s life through growth, exploration, establishment, maintenance, and

This article is about theories of career development. By applying the theories to my career developments, evaluating the strength and weakness of those theories, then I took my parents’ working experience as examples, finally came up with my theory that should be used when making a vocational choice.

So, ever since the industrial age, to ensure the speed of production we have unconsciously created a parent/child way of working but now we are in the age of technology where most of the employees are very well educated, or reasonably educated. Ann Andrews provides a highlight about the human nature where we don’t like changes but want to bring improvement. She provides two facts where in the first fact she says that career development isn’t around much so to keep good employees around career growth may be more about encouraging them to learn more skills. Second fact is as much as the employees learn and more skills they have, they can adapt to the changing workplace. Ann Andrews also talks about seven questions for the employer to ask their employees to motivate them few of which are where would you like to be in five years?, what skills do you need to get there?, which are of interest to you?, how can I coach or mentor you?, so on and so forth (Ann Andrews, 2014).

In today’s competitive job market, it is important for employees to expand their knowledge and skills to enhance professional development. “Having a clear vision of what you want to accomplish can help advance and improve a person’s career” (p. 420). According to Noe, Hollenback, Gerhart & Wright (2011), career management can assist employees in development training so that they can be prepare to meet their career goals. Being passionate about your work, recognizing your accomplishments, and working on self-development are a few career enhancing techniques that can be utilized to improve your profession. Enhancing your professional and career development can help you with laying a foundation for career advancement.

The Career More Than Just a Job publication as outlines The Australian Blueprint for Career Development as comprising of three key areas. Area A is Personal Management and includes having a positive self-image, having positive interactions with other and growth throughout the lifetime. I would highlight my current participation in this University Pathway course as development in this area, as it has allowed me to grow positive self-image and interactions with others.

The purpose of this paper is to answer the given questions and explain the six components of a Career Development Plan, which are the employee learning plan, needs assessment, comprehensive development plan, roadmap to development of a career development plan, other factors in program development, individual career development plan integrated with the comprehensive development plan. Along with this paper will be a PowerPoint exhibiting the same components

Another practice that helps to achieve career growth and development is offering training opportunities for the employees. The employees are offered benefits that help them to further their education and achieve higher qualifications. This is a strategy which helps to increase the skills, qualifications and competence of the employees. In this way, the staff are at a better position to gain promotions within the organization as education qualification is not a barrier for them. The employees become motivated as they become more competitive in the market which is good for their career (Branham, 2012).