The document discusses how career development has shifted from being the sole responsibility of organizations to now being a shared partnership between employees and organizations. It explains that career development programs should consider both the long-term goals and skills needed by the organization as well as employees' own career aspirations. Effective career development involves developing career paths, identifying skills gaps, setting goals and evaluating progress through ongoing discussions between employees and their managers.

1. In recentdecades,careerdevelopmenthasseenashiftinthe way itis approached.Traditionally,it
was upto an organizationtoensure thatits employeeshadthe skillstomeetthe company’slong-
termgoals.Now,however,employeesadvocate thattheyare—andshouldbe—responsible for
theirowncareerdevelopment.
Thisshifthas changedthe waythat organizationshandle careerdevelopment.Career
developmentisviewedtodayasa kindof partnershipwithemployees.Itisalsoa keycomponent
of a company’sattractionand retentionstrategy.Many candidateswill notconsideremployment
withan organizationunlessitofferscareerdevelopmentasa basiccomponentof its culture.
Career developmentfromtwoperspectives
Careerdevelopmentshouldbe consideredfromthe perspectivesof boththe organizationandthe
employee:
 Organization: What skillsandknowledge dowe requiretoachieve ourbusinessgoals?
 Employee:What are the skillsandknowledgeIthinkcritical tomy currentand future
careerplans?
Buildingan organizations’ career developmentprogram
Organizationsshouldconsidertwofactorswhenputtingtogethertheircareerdevelopment
program:
1. The businessplan
2. Employee careerpaths
Clearly,anorganizationmustconsideritsoveralldirectionandgoalsin orderto assess
thecompetenciesthattheyneedfromtheirworkforce tobe successful.Itisequallyimportantthat
the organizationtake intoaccountan employee’s motivationtosucceedasan individual.
Career development:Meetingorganizationand employee needs
A provenmethodtomeetthese needsof the organizationandthe employee involves:
 Developingcareerpathsthatenable employeestounderstandtheiroptionstogrow inthe
organization
 Gatheringthe informationtodetermine whatskillstheywouldneedtoachieve this
Remember,careerpathscanentail promotionsorlateral transfers.A solidcareerpathprogram
requiresdetailed jobdescriptionsandsupportthroughmanagement coaching.
Identifyingandupdating an employee’scareerplan
Each employee shouldhave acareerplanthat has beendiscussedwiththeirmanager.Generally,
thiswouldtake place duringthe performance reviewprocess.
The career planincludesanassessmentof the “gaps”or trainingrequirements.The careerplan
shouldbe reviewedonanongoingbasis.Thisensuresthatboththe employee’sandthe
organization’sneedsandobjectivesare adjustedovertime.

2. CAREER PLANNINGDISCUSSIONS
Discussionsof careerplanningtypicallyincludethe following:
 Current job: Doesthe employeehave the skillstomeetthe responsibilitiesof theircurrent
job?
 Gaps: Assessthe person’scurrentlevelsof competencyandtheirfuture requirements.
Thiswill reveal whatgapsneedtobe addressedtodeveloptheirskillssotheycanmeet
future jobrequirements
 Future aspirations: Where doesthe employeesee themselvesinthe future? What
businessresultsdotheyhope toachieve?
 Career plan:Developaroadmap that enablesthe employee toacquire the skillsetneeded
for theircurrentjoband forthe future.Use a careerplan template aspartof the
performance reviewprocess.The template shouldinclude:
o Areasof development
o Developmentgoals:
 Actionsteps
 Expected completiondate
 Obstaclesandsolutions
 Evaluationcriteria
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