Career development involves helping employees achieve their career goals while meeting organizational needs. It includes activities like training, counseling, and career planning workshops. It benefits both employees through increased satisfaction and skills, and organizations through improved productivity, retention, and succession planning. Effective career development requires collaboration between employees and employers.

2.  Progress or general course of action of a person in some profession
 Specific jobs that a person performs, the kinds of responsibilities and
activities that comprise those jobs, movements and transitions between
jobs

3.  Formal approach taken by an organization to help employees in
achieving their career objectives
 For example: Training provided to employees to perform better in their
jobs
 It is oriented towards long term effectiveness
 It benefits both employees as well as organizations
 Organization needs to have career development program and integrate
the function with HR activities

4. FOR INDIVIDUAL
 Enhanced career and job
satisfaction
 Development of
competencies and personal
skills
 Improved performance
 Development of potential
 Enhancement of status
 Increase in salary
 Achievement of personal
career aspirations
FOR ORGANIZATION
 Improved productivity
 Reduced employee turnover
 Increased retention of high
talent employees
 Creating a positive
recruitment stage
 Ensuring availability of
promotable employees within
the firm
 More effective utilization of
employee skills

5.  It is evolving of self image, including self perceptions of motives, skills
and values
 Certain attitudinal syndromes that guide people throughout their careers
 Formed early in life
 It is your professional concept:
 Who you want to be?
 What you can do best
 What you think is possible to achieve

6.  Autonomy
 Security/Stability
 Entrepreneurial creativity
 Pure challenge
 Technical competence
 General managerial competence
 Service or dedication
 Lifestyle

7.  Autonomy:
 Such type of people need and want control over work and want to be
recognized for achievements
 Independent consulting and contract work would be a good fit for these
people
 Type of work selected: Free lancing, independent small business,
contract or project work
 Security/stability:
 Such people need long range stability and security after that they need
to relax
 For these people safe, secure are buzz words
 They are not risk takers
 Such people focus on context of job rather than content or work

8.  Entrepreneurial Quality:
 Such people are personally creative
 They like the challenge of starting new projects or business
 Such people have lots of interests and energy and often have multiple
projects going at once
 Strong need to create new, bored easily, inventions, restless, constantly
seeking new creative outlets
 Pure challenge:
 Here the strongest desire is overcoming obstacles, conquering, problem
solving, competition winning, constant self testing
 If a certain task is assigned to them which fall out of their ability they will
go out of their way to complete with zest
 Here people like careers where competition is primary
CREATIVE
COMPETITION

9.  Technical Competence
 Here people define themselves by competence
 They are the best engineers, mechanics, salespersons when they are
pulled into managerial jobs
 They enjoy using core skills
 Under this content of actual work more important than the context of
work
 General Managerial Competence
 People possessing this anchor have an attachment with people
 They like to integrate functions and be responsible for an entire unit or
organization
 They have high levels of responsibility, varied & leadership
Core skills
Leadership

10.  Service or Dedication:
 People define themselves by commitment to some deep value such as
teaching
 They are motivated by core values rather than work itself
 They are motivated by pursuit of personal values and causes
Lifestyle:
 Here anchor is not specifically related to career but integration of work
and family issues
 Here subscribed policy is “work to live”
 For example some individuals are not willing to relocate for reasons for
life balance
PERSONALVALUES
Balance

11.  Is deciding about individual’s choice of occupations, organizations and
jobs
 It helps in setting objectives and help determine methods to achieve
them
 It involves of:
 Individual’s assessment of his own goals
 Establishing personal career goals
 Developing a career path
 Plans how to progress through the career path

12.  Training and development
 Communication
 Counseling
 Career planning workshops
 Self development materials
 To provide and maintain appropriate manpower resources in the
organization by offering careers not jobs
 To increase the utilization of managerial reserves within organization
 To cater to the immediate and future human resources need of the
organization on a timely basis

13. NATURE
Process
Upward
movement
Mutuality
of interest
Dynamic
Sequential
pattern

14.  Exploration
 Guidance from parents and well wishers
 Mid career stage
 Late career stage
 Decline stage

15. Self Assessment
Managerial
Assessment
Information
Evaluation
Creating a plan
Formulating and implementing strategies
Reviewing career plans

16. EMPLOYEES ROLE
 Identify the stage of career
development and career
needs
 Use a process of
elimination
 Choose an appropriate
potential mentor
 Should make an agenda
EMPLOYERS ROLE
 Communicate mission,
policies and procedures
 Provide training and
development opportunities
including workshops
 Provide information and
career programs
 Provide career oriented
performance feedback
 Provide employees with
individual development plans
 Provide academic learning
assistance programs

17.  Dual career families
 Low ceiling careers
 Declining career opportunities
 Others

18.  It is a systematic approach to:
 Building a leadership pipeline to ensure leadership continuity
 Developing potential successors in ways that best fits their strengths
 Identifying the best candidates for categories of positions
Effective succession planning:
Link Strategic and work planning decisions:
Analyze gaps
Identify talent pools
Develop succession strategies
Implement succession strategies
Implementing recruitment strategies
Monitor and evaluate

19.  Career mapping is charting an employees’ path to success
 It helps to guide leaders and employees in their decision making and help
ensure everyone understands and meets objectives
 With this process, you collaborate with individuals on your team to set
long-term objectives and detail the steps required to accomplish them
 It helps in improving job satisfaction and ultimately result in increased
productivity

20.  Helps in improving job satisfaction
 Helps to chart an employees success path
 Helps in decision making
 Helps achieving objectives of organization
 Career development

21.  Improves Retention
 Improves Recruitment
 Increases employee engagement
 Assist in succession planning