WHY DO PEOPLE LIVE THEIR JOBS : ONE OF THE TOP REASON IN ALMOST EVERY STUDY IS FOR LACK

OF CAREER DEVELOPMENT.

Career development

Working in the same position with the same skill set for many years will bring down the motivation level
of employee and, sooner or later, the productivity of employee will go down as well. At this stage career
development program can help in improving the productivity of employees by developing their skills and
helping them achieve a position or job-role in which they are more interested. An efficient career
development program also helps in attracting and retaining talented people who are looking for
continuous growth in their career. Even during critical times like layoffs, if the organization could provide
career counseling to employees, it helps in reducing frustration among employees. In such cases,
employees project a positive image of organization to the outside world. And also An organization must
make career development a key business strategy if it intends to survive in an increasingly competitive
and global business environment. Career development programs are helping both, employees, and
organizations, in many ways. Employees have an opportunity to grow in the organization. So, they stay
for long time. Organizations do not incur additional cost of replacing an employee.

Why does an organization need career development program?

FIGURE

As we go along in this discussion, we will find out if employees develop themselves in a way that links
personal effectiveness and satisfaction with the achievement of the organization’s strategic objectives.

CHALLENGES IN CAREER DEVELOPMENT

Most businesspeople today agree that their organization should invest in career development, it is not
always clear exactly what form this investment should take. Before putting a career development
program in place, management needs to consider three major challenges.

WHO WILL BE RESPONSIBLE?

A lot of organizations have concluded that employee must take an active role in planning and
implementing their personal plans for career path., though sometimes, we need guidance and support.
Especially when we are making a decision that has a wide impact across the organization. Because,
although an employee-empowerment approach to development can be positive it can also be negative
if it taken too far, that’s why employees need at least general guidance regarding the steps they can
take to develop their careers, both within and outside the company. But the important piece of this is
that you set your own goals; you decide whether or not you want to grow or learn something new. It all
starts with YOU. The only person that know you well and will help you to grow and develop is yourself.
HOW MUCH EMPHASIS IS APPROPRIATE

Having a career development can help employees to be promoted. And managers doesn’t know kung sa
pagtaas ba ng position ng empleyado niya ay magiging concern ba sila sa performance nila o sa image
lang at sa para sa magandang impression ng ibang tao sa kanya? It so difficult to pinpoint where an
employee’s healthy concern for his or her career becomes excessive. That why there are certain warning
signs manager should watch for.

HOW WIL BE THE NEEDS OF A DIVERSE WOFKFORCE BE MEET?

In 1991, the first major government study of the glass ceiling revealed that women and minorities are
held back not only from top executive positions, but also from lower-level management positions and
directorships. The study revealed that women and minorities are frequently excluded from informal
career development activities such as networking, mentoring, and participation in policy-making
committees.

To be more enlighten about glass ceiling it refers to a metaphorical invisible barrier that prevents
certain individuals from being promoted to managerial- and executive-level positions within an
organization or industry. The phrase is commonly used to describe the difficulties faced by women and
minorities when trying to move to higher roles in a male-dominated corporate hierarchy. The barriers
are most often unwritten, meaning that these individuals are more likely to be restricted from advancing
through accepted norms and implicit biases rather than defined corporate policies.

Examples:

 The knowledgeable and skilled female executive who is denied a promotion because of her
gender, because men in her organization are traditionally viewed as more "suitable" leaders.
 The highly experienced software developer who is rejected for a role by a start-up business
because, at 52, he's far older than the mostly Millennial workforce, and bosses feel that he
might not "fit in."
 The bright law graduate who is refused an internship at a prestigious law firm because she
doesn't have the "right upbringing."

Governmental policy and legislation can dismantle discriminatory practices and artificial barriers, and
programs and projects can further the understanding of the best interventions for breaking down
barriers. In addition, monitoring and enforcement of existing legislation against gender discrimination
must be real in order to break down barriers that hold women back.

DUAL CAREER COUPLE

Dual career couples are families in which both heads of households pursue careers and at the same
time maintain a family life together. Both have high degree of commitment to their career.
 Example:
 A married couple with children had both partners work outside the home and there are
continue struggling in balancing their relationship and career.
 Mary Matalin and James Carville, political pundits, are an example of a dual-career couple.
Unlike most working couples, however, they are often paid to argue against each other as Mary
Matalin is a Republican and James Carville is a Democrat.

And the most common organizational approaches to dealing with the needs of dual career couple are
flexible work schedules, telecommuting, and the offering of childcare services and most especially
compromise.

ASSESSMENT PHASE This kind of clarification helps employees (1) to choose that is realistically
obtainable and good fit (2) to determine the weaknesses they need to overcome to achieve their career
goals. Employee and organization work together to identify the current skills ( technical or
communication), interest, and values of the employees. These could be identified with the help of some
psychometric test as well.

SELF ASSESSMENT the purpose of the Self-Assessment is to have the employee think about and give
serious consideration to how they performed in meeting expectations.

 Workbooks contain a statement of the organization’s policies and procedures regarding career
issues as well as descriptions of the career paths and options available in the organization.
 Career-planning workshops, led either by the company’s HR department or by an external
provider such as a consulting firm or local university, give employees information about career
options in the organization. They may also be used to give participants feedback on their career
aspirations and strategy.

Choosing a career path has a lot to do with your interests, values, and personality. Using the Self-
Assessment process one can begin exploring and evaluating complex decisions such as choosing a major
or career field.

Whether done through workbooks or workshops, self-assessment usually means doing skills assessment
exercises, completing an interests inventory, and clarifying values.

SKILLS ASESSMENT

 For example, a workbook exercise might ask the employee to compile a brief list of his or her
accomplishments. Once the employee has generated a set of, say, five accomplishments, he or
she then identifies the skills involved in making each accomplishment a reality. In a workshop
situation, people might share their accomplishments in a group discussion, and then the entire
group might help identify the skills underlying the accomplishments.
  Another example is this figure, We will rate each skill area both for your level of proficiency and
for your preference. We will know in proficiency if its 1 if still learning, 2 ok competent 3
proficient . While on the proficiency we will if its 1 if don’t like to use this skill, 2 Ok don’t
particularly like or dislike using this skill and 3 really enjoy using this skill. And after we rate the
proficiency and preference of each skill area we will multiply the proficiency by the preference
rating. And the scores below 6 indicates are of weakness or dislike whereas scores of 6 or above
indicate areas of strength. And the pattern of scores can guide employees regarding the type of
career of which they are best suited.

 Once you identify your skills, learning how to transfer them into the workplace and marketing
them to employers is essential. Your list of skills can carry a lot of weight when your application
is reviewed by an employer. You should try to identify the skills you have and the skills you may
need to gain or improve on. The ability to identify and learn new skills when necessary is, in
itself, a skill.

INTEREST INVENTORY

Taking an interest inventory requires completing a questionnaire with a series of items about your likes
and dislikes. They will measure, for example, your interests regarding leisure activities, work-related
tasks, people with whom you prefer to work, dealing with very old people, making a speech, and raising
money for charity.

VALUES CLARIFICATION

For example, employees may be asked to prioritize security, power, money, and family in their lives.
Knowing their priority values can help employees make satisfying career choices.

Your values can make you feel self-worth within your career. A job where not only do you feel valued by
the employer, but where you feel that you have made a difference in either the company or community
can give you satisfaction about going to work day after day.

ORGANIZATIONAL ASESSMENT The purpose of organization assessment programs is to evaluate the

potential of employees for growth and development within the organization.

ASESSMENT CENTERS Their performances are evaluated by the experts. After that a panel of trainers gives
them an in-depth feedback on their strengths and weaknesses. They then are given an opportunity to improve
their skills and set their future career goals.

 Also assessment center can be developed in computerized version, For example, one
computerized assessment tool evaluates management skills such as coaching, problem solving,
and team building. A variety of scenarios simulate workplace situations in which judgments have
to be made about performance, problems need to be solved, and confrontations need to be
 dealt with. Based on the person’s performance in these scenarios, the program provides a
development plan for career growth.
 Running an Assessment Centre provides valuable feedback on potential or current employees,
helping you to select new recruits or candidates for promotion with the best skills, attitudes and
behaviours for your business.

In-basket Exercises:

The in-basket exercise items will be specifically designed to measure job skills such as: ability to
organize and prioritize work; analytical skills; communication with team members and
customers; written communication skills; and delegation.
The in-basket exercise is popular because it has considerable 'face validity.' In other words,
candidates can see how it relates to the job they are applying for and therefore they tend to
take it seriously.

Business game, exercise that is designed to simulate the business and marketing activities.

Psychological testing

 Psychological testing consists of written test that help individuals as well as organizations understand
their personality, career interests, work attitudes, vocational interests and other personal characteristics. It
reveals their career needs and preferences and then they are given jobs that suit their personality as well
as skills and competencies.

Performance appraisal

Performance appraisal is a systematic process that evaluates an individual employee’s performance in

terms of his productivity with respect to the pre-determined set of objectives. It is an annual activity,
which gives the employee an opportunity to reflect on the duties that were dispatched by him, since it
involves receiving feedback regarding their performance. It also evaluates the individual’s attitude,
personality, behavior and stability in his job profile. The purpose of a performance appraisal is two-fold:
It helps the organization to determine the value and productivity that employees contribute, and it also
helps employees to develop in their own roles. Performance appraisals are meant to provide a positive
outcome for employees. The insights gained from assessing and discussing an employee’s performance
can help:

Recognize and acknowledge the achievements and contributions made by an employee.

Recognize the opportunity for promotion or bonus.

Identify and support the need for additional training or education to continue career development.
Determine the specific areas where skills can be improved.

Motivate an employee and help them feel involved and invested in their career development.

Open discussion to an employee’s long-term goals.

Promotability Forecasts

Promotability forecasting is a tool that helps organizations in identifying the individuals with
exceptionally high potential to perform different types of jobs. This technique is used in making early
forecasts. Once individuals are identified, they are made to attend conferences and training programs
and other relevant developmental experiences in order to groom them for higher positions. Several
companies have different programs to groom different groups of employees. Along with this, high
potential employees are given developmental assignments that are a real test for them.

Succession Planning

Succession planning is a formal process with an aim to groom lower level individuals to replace next-
higher level individual in case he or she leaves the organization or gets retired. The process involves
continuous review top executives and the next lower level employees in order to determine whether he
or she is the right backup for the senior executive or not. This is the most important exercise which often
takes several years in grooming the next person for the senior position. It includes overall development
of the selected individual and continuous review of his or her performance. Organizations create a pool
of talented employees who have high leadership potential. They are put to different jobs in different
situations and are evaluated by a panel of experts. The process is usually restricted to senior level
management only.