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 is best described broadly as the pattern of work-related experiences that span the course of a person's ______________________.
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What determines an individual's job and occupational choices during a career?
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The concept of career development is only concerned with an individual's work activities.
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What are some methods for increasing career motivation according to the content?
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Match the following career development activities with their corresponding categories:
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What is an effective method to enhance career insight?
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Job satisfaction for nonexempt employees often comes from the ____, which is problematic if the work is repetitive and unchallenging.
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Career development for exempt employees may involve more frustration than for nonexempt employees.
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What is the purpose of stage views of development?
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What are the factors that vary in career development activities?
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What are the limitations of stage views of development?
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According to Erikson's model, what is the stage of development during infancy?
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What are the models of career development?
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What is Levinson's 'Eras' approach to adult development?
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What is the purpose of reconciling traditional and contemporary career models?
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What are the four career concepts?
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What is the purpose of life stage and career models?
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What is the process of career management?
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What are the eight career activities?
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What is the purpose of the career management cycle?
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What is a career goal?
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What is a career strategy?
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What is the purpose of strategy implementation?
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Career appraisal is a one-time process.
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Match the following career concepts with their definitions:
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What is the role of HRD and career development professionals?
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What is the purpose of outplacement counseling?
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What is the purpose of pre-retirement counseling?
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What is an internal labor market?
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What is potential assessment?
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What is a skills inventory?
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What is career motivation?
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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.