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Career development

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MOHAMED HUDAIF T
MOHAMED HUDAIF T

career development- definitions, characteristics, objectives, theories of career development, importance of career development, principles of career development, stages of career development, factors affecting career development,

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CAREER DEVELOPMENT Definitions, Characteristics, Objectives, Importance, Principles, Theories, Stages, Factors influencing CD Prepared by: MOHAMED HUDAIF T Dept of Social Work Pondicherry university
• Career development is the interaction of psychological, sociological, economical, physical and chance factors that shape sequence of jobs, occupations/profession or career that a person may engage in throughout a lifetime. • It involves a person’s past, present, and future works roles. • it is linked with a person’s family life, self-concept, and all aspect of the person’s environmental and cultural condition. • Career development is an ongoing and formalized effort that focuses on developing enriched and more capable employees. Career Development
Definition: "Career development is a process in which personnel experience, concept and publicly observable aspect of career interact to precipitate each successive stage of occupational statuses". - Mansfield
"Career development is a process of planning the series of possible jobs one may hold in an organization over time and development strategies designed to provide necessary job skills the opportunities arise". - Middlemist, Hill and Greer
“Career development is an ongoing process that occurs over the life span; includes home, school, and community - Pietrofesa and Spleta
“career development is self-development over the life span through the integration of the roles, settings, and events of a person’s life”. - Gysbers and Moore
Characteristics of CD • It is an ongoing process, • It develops and shares transferability of skills and competencies, • It aligns individual goals with organizational goals for increased satisfaction of employees, • It helps individual to develops skills and competencies required to fulfil present and future leadership roles within an organization , • It strengthen professional work culture in the organization.
Objectives of CD  To understand career development from a developmental and multicultural perspective  To devise intervention strategies for developing, engaging, rewarding and retaining talented personnel  To be able to discuss and apply models of career counselling that is appropriate for use in an organization
 To understand the use of assessment procedures in career development intervention  To understand how to use technology in career development intervention  To facilitate understanding of personal, social, economic, and other factors related to the world of work for employees throughout their organizational lifespan
 To plan, design, and implement life-long career development programmes  To locate, identify, evaluate and disseminate career and educational information to employees, in line with organizational needs and opportunities  To evaluate the career development programme and use the results to effect organizational and employee improvements.
 To identify developmentally appropriate and culturally sensitive strategies for addressing the career development needs of employees
Importance of CD • It helps in developing skills and competencies of employees for initiating, expanding and managing an organization effectively with focus on real life business situations and business practices. • It develop in developing entrepreneurship spirit and potential amongst the employees in order to make them successful innovators. • To facilitate the acquisition of requisite skills, knowledge and competencies for organizational excellence.
• To develop and create a pool of talented people to successfully execute the business strategies of the organization. • To devise and implement a talent management system in the organization • To facilitate succession planning and development to ensure long-term growth and success of the organization.
Principles of CD • Dissemination of current information about the organization and future trends helps employees create more realistic career development goals; • Focus on skill development by providing learning opportunities; • Opportunities for promotion and/ or lateral moves contribute to the employee’s career satisfaction;
• A greater sense of responsibility for managing one’s own career contributes to self-confidence; • Career planning and development clarifies the match between organizational and individual employee goals; • Its cost-effective to use current employee talent to provide career development opportunities within the organization;
• Career development increases employee motivation, equality and productivity; • Organizational attention to career development helps to attract top professionals and retain valued employees; • Supporting career development and growth of employees is the founding philosophy of human resources development
Theories of CD Theories of CD Structural theory Trait and factor theory Vocational personalities and environment theory Socioeconomic theory Developmental theory Super’s theory Social learning theory Decision making theory Cognitive theory
Structural theory The structural theory focus on individual characteristics and occupational tasks. 1) Traits and Factor theory 2) Vocational personalities and Environment theory 3) Socioeconomic theory
Trait and Factor theory The theory began with the persons who proposed that a choice of a vocation depended up on an accurate knowledge of self, thorough knowledge of job specification, and the ability to make a proper march between the two.
There are 3 broad factors in this theory. • Clear understanding of self, aptitude, abilities, interests, ambitions, resources and limitations. • Thorough knowledge of the requirement and conditions of success, advantages and disadvantages, compensation, opportunities, and prospects in different line of work • True reasoning on the relations of these two groups of acts.
Major assumptions:- • Individuals and job traits can be matched • Those close matches are positively correlated with job success and satisfaction.
Vocational Personalities and Environment Theory  The theory propounded by John Holland  According to the profounder, people can function and develop best and find job satisfaction in work environments that are compatible with their personalities. Objectives of the theory: • To organize the voluminous data about people in different jobs and the data about different work environment • To suggest how people make career choices • To explain how job satisfaction and vocational achievement occur.
The theory says that: People tend to choose a career that is reflects their personality. Because people tend to be attracted to certain jobs, the environment then reflects the personality of the person. The theory emphasize on the accuracy of the self knowledge and career information necessary for career decision-making.
Types of personality and work environment 1. Realistic 2. Investigative 3. Artistic 4. Social 5. Enterprising 6. conventional Here, closer the match between personality and job, the greater will be the satisfaction.
Socioeconomic theory  The theory gives detailed explanation and description of how one’s culture, family background, social and economic conditions and other factors outside an individual’s control strongly influence one’s identity, values, and overall human and career development.  It also known as chance theory and accident theory.  Through this theory, the employee can choose the best opportunity and career development path
Development theories The development theories are focus on human development across life span. Theories:- • Super’s theory • Social learning theory • Decision-making theory • Cognitive theory
Super’s theory • The theory propounded by Donald Super. • The theory speaks about the occupational maturity. • People seeks career satisfaction through work role in which they can express themselves and implement and develop their self- concept. • Career maturity is manifested in the successful accomplishment of age and stage developmental tasks across the life span. • Self-concept is an underlying factor in this theory. • Self-concept develops through physical and mental growth, observation of work, identification with co-workers, general environment, and general experiences.
Stage Age Characteristics Growth Birth – 14 Form self concept, develop capacity, attitudes, interests, and needs, form a general understanding of the world of work. Exploratory 15 – 24 “Try out” through classes, work experience, hobbies. Collect relevant information. Tentative choice and related skill development. Establishment 25 – 44 Entry skill building and stabilization through work experiences Maintenance 45 – 64 Continual adjustment process to improve position. Decline 65+ Reduced output, prepare for retirement. Super’s contribution is the formalization of stages and developmental tasks over the life span
Social learning theory • The theory developed by Krumboltz. • The theory says that people choose their career based on what they have learned from the society. • There will be certain behaviours as models and motivating factors. • He developed this theory based on social learning, or environmental conditions and events, genetic influence and experiences.
Decision-making theories • Some of the theories hypothesize that there are critical points in people’s lives when choices are made that greatly influence their career development. Such as educational choices, entry level job positions, changing jobs. • Other theories concerned with ongoing choices across the life span. • The decision made are influenced by person’s awareness of the choices that are available to him and his knowledge of how to evaluate them.
Cognitive theories • Cognitive theories suggest ways to help clients build or refine a hierarchy of thinking skills and decision making skills that influence career development. • The theories build around how individuals process, integrate and react to information. • The way in which individuals process information are determined by their cognitive structure.
Stages of CD Stage 1 - ASSESSMENT: In this stage, you are getting ready for your life’s work. This stage is characterized by unawareness, in that you are not sure what your values, strengths, and weaknesses are. You start to feel as though you want to know more about yourself and make a conscious effort to get in touch with who you really are. Key characteristics: • Taking assessment instruments • Working with a career counsellor or career coach
Stage 2 – Investigation: Here you are researching what work exists in the world. This stage is characterized by feelings of confusion, in that you are not sure what career options exist for you. You may feel overwhelmed with all of the jobs and opportunities that exist as you begin the process of researching the modern world of work. But if you approach this stage with a positive frame of mind, you will find that you will learn about many possibilities you may have never considered.
Key characteristics: • Researching the world of work • Conducting informational interviews with people in your chosen field
Stage 3 – Preparation: In this stage, you are still getting ready to do your life’s work. This stage is characterized by feelings of excitement, as you think of how wonderful it will be to perform meaningful work. However, there is still much work to be done, and to be successful, you have to prepare. Key characteristics: • Gaining knowledge and experience • Setting goals and adopting a success-oriented mind-set
Stage 4 – Commitment: In this stage, you will feel confident that you have figured out what you are meant to do. Sometimes people have known all along what they were meant to do but could not commit to the process of making it happen, for whatever reason. At this stage, more than ever, you must focus your energy and keep your eye on the target. Key characteristics: • Conducting a job search • Negotiating and accepting a job offer
Stage 5 – Retention: Here, you will feel comfortable in your career field, as you will now have figured out how things work in your industry. You will want to remain committed to your career by continually updating your skill set and staying current with industry standards. Key characteristics: • Providing first-class customer-service skills • Building a professional network
Stage 6 – Transition: This stage is characterized by feelings of discomfort in that you are unsure of what you will be doing next (and/or if you will be happy). In this stage, you will learn to make conscious changes in your career direction. Key characteristics: • Making career changes • Developing resiliency
Factors Influencing CD • Personal Characteristics: When the person in the process of choosing a career, he should do a thorough self assessment. It will allow him to learn what his personality type, interests, aptitudes and work-related values are. These traits, taken in combination, play a major role in career development and will help him to find careers, as well as workplaces, that are suitable for him.
• Socio-Economic Factors: Socio-economic factors can be a barrier to career development. They can significantly influence the person’s ability to pursue a career that is otherwise a good match for him. For example, the person’s financial situation may keep him from getting the necessary there are ways of overcoming barriers such as limited financial resources, namely student loans, financial aid and scholarships.
• Physical and Mental Abilities: Some persons are better suited to some careers than others due to their physical and mental abilities, and limitations. For example, a person may want to become a doctor but the intellectual ability to get into medical school. He should, if possible, find a related occupation that makes the best use his strengths while accommodating his limitations.
• Chance Factors: Chance factors are life events over which the person has little or no control. They can influence what careers he can choose and how he progress in them. An example would be an individual not being able to advance in his career because he is a caregiver for a relative.
THANK YOU…

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Career development

  • 1. CAREER DEVELOPMENT Definitions, Characteristics, Objectives, Importance, Principles, Theories, Stages, Factors influencing CD Prepared by: MOHAMED HUDAIF T Dept of Social Work Pondicherry university
  • 2. • Career development is the interaction of psychological, sociological, economical, physical and chance factors that shape sequence of jobs, occupations/profession or career that a person may engage in throughout a lifetime. • It involves a person’s past, present, and future works roles. • it is linked with a person’s family life, self-concept, and all aspect of the person’s environmental and cultural condition. • Career development is an ongoing and formalized effort that focuses on developing enriched and more capable employees. Career Development
  • 3. Definition: "Career development is a process in which personnel experience, concept and publicly observable aspect of career interact to precipitate each successive stage of occupational statuses". - Mansfield
  • 4. "Career development is a process of planning the series of possible jobs one may hold in an organization over time and development strategies designed to provide necessary job skills the opportunities arise". - Middlemist, Hill and Greer
  • 5. “Career development is an ongoing process that occurs over the life span; includes home, school, and community - Pietrofesa and Spleta
  • 6. “career development is self-development over the life span through the integration of the roles, settings, and events of a person’s life”. - Gysbers and Moore
  • 7. Characteristics of CD • It is an ongoing process, • It develops and shares transferability of skills and competencies, • It aligns individual goals with organizational goals for increased satisfaction of employees, • It helps individual to develops skills and competencies required to fulfil present and future leadership roles within an organization , • It strengthen professional work culture in the organization.
  • 8. Objectives of CD  To understand career development from a developmental and multicultural perspective  To devise intervention strategies for developing, engaging, rewarding and retaining talented personnel  To be able to discuss and apply models of career counselling that is appropriate for use in an organization
  • 9.  To understand the use of assessment procedures in career development intervention  To understand how to use technology in career development intervention  To facilitate understanding of personal, social, economic, and other factors related to the world of work for employees throughout their organizational lifespan
  • 10.  To plan, design, and implement life-long career development programmes  To locate, identify, evaluate and disseminate career and educational information to employees, in line with organizational needs and opportunities  To evaluate the career development programme and use the results to effect organizational and employee improvements.
  • 11.  To identify developmentally appropriate and culturally sensitive strategies for addressing the career development needs of employees
  • 12. Importance of CD • It helps in developing skills and competencies of employees for initiating, expanding and managing an organization effectively with focus on real life business situations and business practices. • It develop in developing entrepreneurship spirit and potential amongst the employees in order to make them successful innovators. • To facilitate the acquisition of requisite skills, knowledge and competencies for organizational excellence.
  • 13. • To develop and create a pool of talented people to successfully execute the business strategies of the organization. • To devise and implement a talent management system in the organization • To facilitate succession planning and development to ensure long-term growth and success of the organization.
  • 14. Principles of CD • Dissemination of current information about the organization and future trends helps employees create more realistic career development goals; • Focus on skill development by providing learning opportunities; • Opportunities for promotion and/ or lateral moves contribute to the employee’s career satisfaction;
  • 15. • A greater sense of responsibility for managing one’s own career contributes to self-confidence; • Career planning and development clarifies the match between organizational and individual employee goals; • Its cost-effective to use current employee talent to provide career development opportunities within the organization;
  • 16. • Career development increases employee motivation, equality and productivity; • Organizational attention to career development helps to attract top professionals and retain valued employees; • Supporting career development and growth of employees is the founding philosophy of human resources development
  • 17. Theories of CD Theories of CD Structural theory Trait and factor theory Vocational personalities and environment theory Socioeconomic theory Developmental theory Super’s theory Social learning theory Decision making theory Cognitive theory
  • 18. Structural theory The structural theory focus on individual characteristics and occupational tasks. 1) Traits and Factor theory 2) Vocational personalities and Environment theory 3) Socioeconomic theory
  • 19. Trait and Factor theory The theory began with the persons who proposed that a choice of a vocation depended up on an accurate knowledge of self, thorough knowledge of job specification, and the ability to make a proper march between the two.
  • 20. There are 3 broad factors in this theory. • Clear understanding of self, aptitude, abilities, interests, ambitions, resources and limitations. • Thorough knowledge of the requirement and conditions of success, advantages and disadvantages, compensation, opportunities, and prospects in different line of work • True reasoning on the relations of these two groups of acts.
  • 21. Major assumptions:- • Individuals and job traits can be matched • Those close matches are positively correlated with job success and satisfaction.
  • 22. Vocational Personalities and Environment Theory  The theory propounded by John Holland  According to the profounder, people can function and develop best and find job satisfaction in work environments that are compatible with their personalities. Objectives of the theory: • To organize the voluminous data about people in different jobs and the data about different work environment • To suggest how people make career choices • To explain how job satisfaction and vocational achievement occur.
  • 23. The theory says that: People tend to choose a career that is reflects their personality. Because people tend to be attracted to certain jobs, the environment then reflects the personality of the person. The theory emphasize on the accuracy of the self knowledge and career information necessary for career decision-making.
  • 24. Types of personality and work environment 1. Realistic 2. Investigative 3. Artistic 4. Social 5. Enterprising 6. conventional Here, closer the match between personality and job, the greater will be the satisfaction.
  • 25. Socioeconomic theory  The theory gives detailed explanation and description of how one’s culture, family background, social and economic conditions and other factors outside an individual’s control strongly influence one’s identity, values, and overall human and career development.  It also known as chance theory and accident theory.  Through this theory, the employee can choose the best opportunity and career development path
  • 26. Development theories The development theories are focus on human development across life span. Theories:- • Super’s theory • Social learning theory • Decision-making theory • Cognitive theory
  • 27. Super’s theory • The theory propounded by Donald Super. • The theory speaks about the occupational maturity. • People seeks career satisfaction through work role in which they can express themselves and implement and develop their self- concept. • Career maturity is manifested in the successful accomplishment of age and stage developmental tasks across the life span. • Self-concept is an underlying factor in this theory. • Self-concept develops through physical and mental growth, observation of work, identification with co-workers, general environment, and general experiences.
  • 28. Stage Age Characteristics Growth Birth – 14 Form self concept, develop capacity, attitudes, interests, and needs, form a general understanding of the world of work. Exploratory 15 – 24 “Try out” through classes, work experience, hobbies. Collect relevant information. Tentative choice and related skill development. Establishment 25 – 44 Entry skill building and stabilization through work experiences Maintenance 45 – 64 Continual adjustment process to improve position. Decline 65+ Reduced output, prepare for retirement. Super’s contribution is the formalization of stages and developmental tasks over the life span
  • 29. Social learning theory • The theory developed by Krumboltz. • The theory says that people choose their career based on what they have learned from the society. • There will be certain behaviours as models and motivating factors. • He developed this theory based on social learning, or environmental conditions and events, genetic influence and experiences.
  • 30. Decision-making theories • Some of the theories hypothesize that there are critical points in people’s lives when choices are made that greatly influence their career development. Such as educational choices, entry level job positions, changing jobs. • Other theories concerned with ongoing choices across the life span. • The decision made are influenced by person’s awareness of the choices that are available to him and his knowledge of how to evaluate them.
  • 31. Cognitive theories • Cognitive theories suggest ways to help clients build or refine a hierarchy of thinking skills and decision making skills that influence career development. • The theories build around how individuals process, integrate and react to information. • The way in which individuals process information are determined by their cognitive structure.
  • 32. Stages of CD Stage 1 - ASSESSMENT: In this stage, you are getting ready for your life’s work. This stage is characterized by unawareness, in that you are not sure what your values, strengths, and weaknesses are. You start to feel as though you want to know more about yourself and make a conscious effort to get in touch with who you really are. Key characteristics: • Taking assessment instruments • Working with a career counsellor or career coach
  • 33. Stage 2 – Investigation: Here you are researching what work exists in the world. This stage is characterized by feelings of confusion, in that you are not sure what career options exist for you. You may feel overwhelmed with all of the jobs and opportunities that exist as you begin the process of researching the modern world of work. But if you approach this stage with a positive frame of mind, you will find that you will learn about many possibilities you may have never considered.
  • 34. Key characteristics: • Researching the world of work • Conducting informational interviews with people in your chosen field
  • 35. Stage 3 – Preparation: In this stage, you are still getting ready to do your life’s work. This stage is characterized by feelings of excitement, as you think of how wonderful it will be to perform meaningful work. However, there is still much work to be done, and to be successful, you have to prepare. Key characteristics: • Gaining knowledge and experience • Setting goals and adopting a success-oriented mind-set
  • 36. Stage 4 – Commitment: In this stage, you will feel confident that you have figured out what you are meant to do. Sometimes people have known all along what they were meant to do but could not commit to the process of making it happen, for whatever reason. At this stage, more than ever, you must focus your energy and keep your eye on the target. Key characteristics: • Conducting a job search • Negotiating and accepting a job offer
  • 37. Stage 5 – Retention: Here, you will feel comfortable in your career field, as you will now have figured out how things work in your industry. You will want to remain committed to your career by continually updating your skill set and staying current with industry standards. Key characteristics: • Providing first-class customer-service skills • Building a professional network
  • 38. Stage 6 – Transition: This stage is characterized by feelings of discomfort in that you are unsure of what you will be doing next (and/or if you will be happy). In this stage, you will learn to make conscious changes in your career direction. Key characteristics: • Making career changes • Developing resiliency
  • 39. Factors Influencing CD • Personal Characteristics: When the person in the process of choosing a career, he should do a thorough self assessment. It will allow him to learn what his personality type, interests, aptitudes and work-related values are. These traits, taken in combination, play a major role in career development and will help him to find careers, as well as workplaces, that are suitable for him.
  • 40. • Socio-Economic Factors: Socio-economic factors can be a barrier to career development. They can significantly influence the person’s ability to pursue a career that is otherwise a good match for him. For example, the person’s financial situation may keep him from getting the necessary there are ways of overcoming barriers such as limited financial resources, namely student loans, financial aid and scholarships.
  • 41. • Physical and Mental Abilities: Some persons are better suited to some careers than others due to their physical and mental abilities, and limitations. For example, a person may want to become a doctor but the intellectual ability to get into medical school. He should, if possible, find a related occupation that makes the best use his strengths while accommodating his limitations.
  • 42. • Chance Factors: Chance factors are life events over which the person has little or no control. They can influence what careers he can choose and how he progress in them. An example would be an individual not being able to advance in his career because he is a caregiver for a relative.