HRD Learning Unit 5: Career Development

Questions and Answers

What is the main goal of career development in HRD?

To influence the careers of employees in an organization

In the past, employers were expected to provide job security and pension benefits.

True

What is a boundary-less career?

A career not bound to one organization or profession (correct)

A career bound to one profession

A career that is limited to a specific industry

A career bound to one organization

A career is best described broadly as the pattern of work-related experiences that span the course of a person's ______________________.

life Signup and view all the answers

What determines an individual's job and occupational choices during a career?

Forces within the individual, the organization, and other external forces (e.g., society, family, the educational system) Signup and view all the answers

The concept of career development is only concerned with an individual's work activities.

False Signup and view all the answers

What are some methods for increasing career motivation according to the content?

Feedback and positive reinforcement, opportunities for achievement, creating a risk-taking environment, showing interpersonal concern, and encouraging group cohesiveness. Signup and view all the answers

Match the following career development activities with their corresponding categories:

Self-directed workbooks and tape cassettes = Employee centered Company-run career-planning workshops = Organization centered Manager-employee career discussions = Mutual focus: manager-employee Corporate seminars on organizational career = Organization centered Signup and view all the answers

What is an effective method to enhance career insight?

Supplying employees with relevant information Signup and view all the answers

Job satisfaction for nonexempt employees often comes from the ____, which is problematic if the work is repetitive and unchallenging.

work itself Signup and view all the answers

Career development for exempt employees may involve more frustration than for nonexempt employees.

True Signup and view all the answers

What is the purpose of stage views of development?

To predict likely crises and challenges, and plan ways to resolve or minimize them. Signup and view all the answers

What are the factors that vary in career development activities?

The amount of influence by the individual, the amount of information provided to the individual, the amount of influence by the organization, and the amount of information provided to the organization. Signup and view all the answers

What are the limitations of stage views of development?

All individuals are unique, and will not have the same experiences. Signup and view all the answers

According to Erikson's model, what is the stage of development during infancy?

Basic trust versus mistrust Signup and view all the answers

What are the models of career development?

Preparation for work, organizational entry, early career, mid-career, and late career. Signup and view all the answers

What is Levinson's 'Eras' approach to adult development?

Major phases of a person's life, like seasons of the year, with four eras: preadulthood, early adulthood, middle adulthood, and late adulthood. Signup and view all the answers

What is the purpose of reconciling traditional and contemporary career models?

Individuals should take responsibility for their lives and employability, and organizations should also bear responsibility for career management. Signup and view all the answers

What are the four career concepts?

Linear, expert, spiral, and transitory. Signup and view all the answers

What is the purpose of life stage and career models?

To better equip individuals and organizations to think about, anticipate, and manage the transitions they will experience during their lives. Signup and view all the answers

What is the process of career management?

Planning for career activities and putting those plans into action. Signup and view all the answers

What are the eight career activities?

Career exploration, awareness of self and environment, goal setting, strategy development, strategy implementation, progress toward the goal, feedback from work and non-work sources, and career appraisal. Signup and view all the answers

What is the purpose of the career management cycle?

A problem-solving, decision-making process to gather information and become more aware of oneself and the environment. Signup and view all the answers

What is a career goal?

An outcome the individual decides to try to obtain Signup and view all the answers

What is a career strategy?

An action plan for accomplishing a career goal Signup and view all the answers

What is the purpose of strategy implementation?

To carry out the strategy developed for accomplishing a career goal Signup and view all the answers

Career appraisal is a one-time process.

False Signup and view all the answers

Match the following career concepts with their definitions:

Linear = A career path that involves upward mobility within a single functional area Expert = A career path that involves specialization in a specific area of expertise Spiral = A career path that involves moving through a series of jobs in different functional areas Transitory = A career path that involves frequent job changes and movements between organizations Signup and view all the answers

What is the role of HRD and career development professionals?

To help individuals become masters of their own careers Signup and view all the answers

What is the purpose of outplacement counseling?

To assist terminated employees in making the transition to a new organization Signup and view all the answers

What is the purpose of pre-retirement counseling?

To help employees prepare for the transition from work to non-work Signup and view all the answers

What is an internal labor market?

A system that provides information about job opportunities within an organization Signup and view all the answers

What is potential assessment?

Evaluating the potential of employees for future advancement Signup and view all the answers

What is a skills inventory?

A database that contains information about employee skills, education, performance evaluation, and career preferences Signup and view all the answers

What is career motivation?

The combination of career resilience, career insight, and career identity Signup and view all the answers

Study Notes

Career Development and HRD

Career development is an integral part of Human Resource Development (HRD) and involves understanding and influencing the careers of employees within an organization.
Career development is a future orientation to HRD activities.

Changes in the Environment

The business environment is characterized by rapid change, increased competition, globalization, and less loyalty-based employment relationships.
Organizations have flatter, less hierarchical structures.

Career Development in the Past

In the past, there was an "entitlement" mentality toward jobs, benefits, etc.
Employers were expected to provide career development opportunities to ensure a steady supply of management talent.
Career progress was defined primarily in terms of promotion and pay increases within one organization.

Old-Style Career Development

Career development practices were primarily designed to create an internal labor market to fulfill the organization's needs.
Career planning was viewed as a vertical aspiration, with individuals selected or volunteering to participate in organization's development activities.
Moving up through the ranks of management was the main career goal.

Changes in the Relationship

The relationship between employees and organizations has changed, with employers unable to promise job security or long-term employment.
Employees are expected to assume responsibility for their own career development and continued employability.

The Changing Employee

Employees are expected to develop and maintain their own skills, add value to the organization, and understand the nature of the business.

The Changing Employer

Employers are expected to provide opportunities for skill development, training, and education, as well as involve employees in decision-making and provide performance-based compensation.

Impact of the "New" Employment Relationship

While some organizations still maintain long-term relationships with employees, the nature of work and career development has changed.
Career development is no longer seen as a vertical progression within one organization.

What is a Career?

A career is defined as the pattern of work-related experiences that span a person's life.
This definition includes both objective events (e.g., jobs) and subjective views of work (e.g., attitudes, values, and expectations).

Career Choice

Career choices are influenced by forces within the individual, the organization, and external factors (e.g., society, family, education).
Individuals are driven toward particular job choices by their skills, knowledge, abilities, attitudes, values, personality, and life situation.

Relationship of Career to Non-Work Activities

One must consider all of an individual's skills, abilities, and interests, as well as the impact of relationships outside of work, when making career choices.

Career Development

Career development is an ongoing process that involves progressing through a series of stages, each characterized by unique issues, themes, and tasks.

Career Planning and Career Management

Career planning involves becoming aware of oneself, opportunities, constraints, choices, and consequences, and identifying career-related goals.
Career management involves preparing for, implementing, and monitoring career plans, and can be undertaken by the individual alone or in concert with the organization's career systems.

Spectrum of Career Development Activities

Career development activities vary in terms of individual and organizational influence, with some activities focusing on self-directed career planning and others involving company-run career planning workshops.

Stages of Life and Career Development

Common experiences and challenges occur as people progress through life and career stages, and understanding these stages can help predict and plan for likely crises and challenges.

Models of Career Development

Erikson's Model of Adult Development and Levinson's "Eras" Approach to Adult Development are two stage models of career development that describe the common experiences and challenges faced by individuals as they progress through life and career stages.

Reconciling Traditional and Contemporary Career Models

Individuals should take responsibility for their lives and employability, and organizations should also bear responsibility for career management, both for their own interests and for the well-being of employees.
While age-based stage models of life and career development should not be ignored, individuals and organizations should also focus on creating flexible and adaptive career management systems.### Career Goals and Strategies
A career goal is an outcome an individual decides to obtain, which can be specific (e.g., becoming a partner in an accounting firm by age 35) or general (e.g., being a successful and respected chef)
Career goals are likely to be realistic if based on self-awareness and environmental awareness

Career Strategies

A career strategy is an action plan for accomplishing a career goal, including actions and a timetable
Effective strategies are based on realistic self-awareness and environmental awareness
Seven career strategies:
- Competency in the current job
- Increased involvement in work
- Developing skills
- Developing opportunities
- Cultivating mentor relationships
- Image building
- Engaging in organizational politics

Strategy Implementation

Carrying out a strategy increases the likelihood of attaining a career goal
Progress toward the goal can be measured by feedback from work and non-work sources
Feedback permits career appraisal and reengagement in career exploration

Career Appraisal and Development

Career management process is cyclical and ongoing
Need to make career decisions can result from changes within the individual or environment
Organizationally oriented career management models include pluralistic approaches, which represent patterns employees' careers can take

Career Culture

An organization's career culture is defined by its structure, values, and rewards
Career culture should support the organization's strategic direction
HRD professionals' responsibility includes helping individuals become "masters of their own careers" by providing information and support for development

Career Development Tools and Linkages

Career development practice includes self-assessment tools, individual counseling, and internal labor market information
Career development activities include organizational potential assessment processes, developmental programs, and succession planning
Developmental programs include job rotation, mentoring, and job enrichment

Concerns in Career Development

Concerns in mentoring include cross-gender and racial issues
Three conditions for successful mentoring: clear link to business strategy, effective design, and voluntary participation

Issues in Career Development

Developing career motivation involves building career resilience, enhancing career insight, and building career identity
Career development for nonexempt employees requires assessing development needs and providing opportunities for growth
Career plateauing can be addressed by identifying reasons and tailoring actions to resolve the issue
Enrichment involves career development without advancement, through certification programs and mastery paths

A Systems Approach to Creating a Career Development Program

Identify needs by linking career development to business strategy and aligning employee and organization needs
Build a vision for change by creating systems and using various tools and approaches
Develop a plan for action by creating a corporate infrastructure and ensuring line manager participation
Implement for impact and longevity by holding line managers accountable and providing ongoing support### Evaluating and Maintaining Career Development Results
Evaluate career development efforts and continuously improve them
Maintain high visibility and ongoing communication of career development programs

Enhancing Organizational Career Development Efforts

Integrate individual developmental planning with organizational strategic planning
Strengthen linkages between career development and other HRM systems
Move career development systems toward greater openness

Manager's Role in Career Development

Enhance the role of managers in career development through skill building and accountability

Developmental Approaches

Develop and expand peer learning and team-based developmental approaches
Stress on-the-job development and deemphasize traditional training programs
Emphasize enrichment and lateral movement opportunities

Competencies and Assessments

Identify and develop transferable competencies
Include values and lifestyle assessments in career development activities

Accommodating Different Learning Styles

Implement a variety of career development approaches to accommodate different learning styles and a diverse workforce

Tying Career Development to Organizational Quality

Tie career development directly to organizational quality initiatives

Measurement and Evaluation

Expand career development measurement and evaluation efforts
Continue to study best practices and organizational career development in a global context

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Description

Learn about career development, its relation to life stages, career management process, and practices. Understand how HRD influences employee careers in an organization.