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Career Development

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  • 1. CAREER DEVELOPMENT “ Career development is self-development over the life span through the integration of the roles, settings, and events of a person’s life.”
  • 2. CHARACTERISTICS OF CAREER DEVELOPMENT
    • 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 .
  • 3. IMPORTANCE OF CAREER DEVELOPMENT
    • Career development helps in developing skills and competencies of employees for initiating, expanding and managing an org effectively with focus on real life business situation and business practices.
    • To develop and create a pool of talented people to successfully execute the business strategies of the org.
    • Career development develops entrepreneurship spirit and potential amongst the employees in order to make them successful innovators.
    • To facilitates the acquisition of requisite skills, knowledge and competencies for organizational excellence.
    • To facilitates succession planning and development to ensure long-term growth and success of the org.
  • 4. STRATEGIES TO SUPPORT CAREER DEVELOPMENT
    • Conducting periodically an individual development plans and career discussion with employees with the help of supervisor.
    • Creating programs and activities to provide skill development, such as job rotation, cross training, mentoring, internships, coaching and career strategy to employees.
    • Holding managers accountable for supporting employee development efforts.
    • encouraging employees to put applications for other positions as a healthy sign of a dynamic workplace.
    • Serving as a model employer by participating in career and professional development opportunities of all employees.
  • 5. ROLE OF HRD FUNCTION IN CAREER PLANNING AND DEVELOPMENT
  • 6.
    • COUNSELOR :
    • 1. Encouraging two-way dialogue.
    • 2. showing employees how to identify their skills, interests and values.
    • 3. scheduling uninterrupted career development discussions .
  • 7.
    • ADVISOR:
    • Helping employees develop realistic career goals based on organization’s needs and their individual development plans.
    • Helping employees understand the current opportunities and limitations of the org.
    • Advising employees on the feasibility of various career options.
  • 8.
    • APPRAISER:
    • Providing frequent feedback in a way that fosters development.
    • Conducting performance appraisals that defines strengths, weaknesses, and career development needs.
    • Relating current performance to future potential in realistic ways.
    • Using an individual development plan as a tool for continual feedback and development.
  • 9.
    • REFERRAL AGENT:
    • Helping employees formulate development plans and consulting on strategies.
    • Providing opportunities for experience, exposure, and visibility, such as committees and task forces.
    • Using known personal resources to create opportunities.
    • Help in seeking employees’ lateral or vertical placement.
  • 10.
    • STRATEGIC PLANNER:
    • Helps in identifying the current state of the org.
    • Does SWOT analysis.
    • It provides a forum to envision and articulate the desired future, define goals, and develop strategies and action plans to attain these goals.