Self-Development Program at Work

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.

Continual Self-Development is the approach where an individual takes prime responsibility and ownership for their own learning and development. This approach requires motivation and commitment in order to exploit learning opportunities and minimise the impact of weakness. A continuing self-development should be undertaken in partnership with the organisation and self-development should enhance the role held within the organisation. There are many benefits to be derived from continual self-development: improve performance and self-confidence; identify and develop specific skills and qualities; increase learning capacity; help achieve potential.

Career development is a continuous process of handling proactively work and changes in life in order to move forward and reach the goals set for a better future. It involves learning new skills, moving up in the position within the organization or altogether moving to new organization or even starting up a new business. A career development plan is created to set goals and how to reach these goals using your talents and skills in the working world. A five year plan is ideal to start with, as five years are enough to reach bigger goals while working for and achieving smaller goals.

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.

1.3 Identify a range of learning and development opportunities which support the achievement of the personal development plan

Development refers to the process of learning new skills and abilities, and acquiring emotional maturity. All development changes are the result of both genetic and environmental factors. Genetic factors and diet are in the main responsible for growth, whereas environmental factors such as quality of the diet and disease are responsible for the emotional growth.

For many of us, self-improvement has taken on a central role in our lives. Part of the thought behind how we want to live our lives includes looking at the habits and lifestyles of people who have the same kind of values that we want to meet. Employers may also prefer to hire people who will take initiative to grow and develop their skills in years to come. Development involves reviewing and determining the various attributes of an individual as well as the opportunities available for development. In order to enhance the full development of a person, there are certain activities that can be completed toward efficient development. Whether development is to better yourself, better yourself in your current position or get a new position, there are many things to be considered. First you should think about the skills and knowledge required for development based on your professional goal. In some cases you may need to think about a desired position and technological requirements. The requirements specific to your goal will help lead you in the direction that is proper to reach your professional development goals.

Life is so busy these days that sometimes we don’t stop to think how we got to this point or realize some of those key factors that played a role. I think it is fair to say that most people take a lot of things for granted but when you pause and analyze life’s events it can be an eye opener and really get you thinking about how certain career decisions have created a pathway for your career and at life-space. Gets a little scary when you think back on how one or two decisions could have really swayed your career. I think we can all think back to an event in our adult development

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

The intent and importance of this manuscript is to present informative information that is supported by accredited resources and facts regarding helpful career development strategies that improve the quality of success. Today, many are overwhelmed by finding balance between family, friends, leisure time and their career, this article is meant to be an observation of many causes pertaining to stress in the workplace as well as challenges and how to effectively develop the strategies needed to achieve a productive career without the feeling of burnout. Many of the methods have been approved by experienced health professionals in addition to candid peer-reviews. My supporting statements will be used in the body of my scholarly paper.

Self-development is the third component of Soldier and leader development. The ability to identify personal areas of strength, and even more importantly weakness, is a true sign of a Professional Soldier and leader. Self-development occurs when individuals participate in structured learning

Personal growth is defined to include an individual’s self-development, openness to new experiences, a sense of realizing self- potential, self-knowledge and effectiveness as well as improving self behaviour

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

Self-development is also appeared in many works, especially in a context of an organization. Self-development is defined by Knowles (1975, p. 18, cited in Ellinger, 2004) as “a process in which individuals takes the

For many people, finding a career that is both fulfilling and practical is a strenuous task. Fortunately, there is a plethora of different interventions, techniques, assessments, and inventories designed to aid those individuals in making the wisest career choices possible. But are any of those routes inherently better than the others? Or are all the differing options separate but equally effective? Donald Super’s Life Span Theory and John Holland’s Theory of Vocational Choice are just two of the many theories used for career counseling. Both methods are distinct in the way they approach career issues, yet despite their differences, there are some resemblances between the two theories as well. Comparing and contrasting these two theories will make it easier to see if one theory is better than the other for career counseling or if they are both equally effective.