Career Development

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Career Development

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

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