Career Development is a “continuous lifelong process of developmental experiences that focuses on seeking, obtaining and processing information about self, occupational and educational alternatives, life styles and role options”. Put another way, career development is the process through which people come to understand them as they relate to the world of work and their role in it.
This career development process is where an individual fashions a work identity. In America, we are what we do, thus it becomes a person’s identity. It is imperative when educating our young people that our school systems assist and consider the significance of this responsibility for our youth and their future. The influences on and outcomes of career development are one aspect of socialization as part of a broader process of human development.
The process of career development can be both exciting and intimidating at the same time. Like many worthwhile endeavors the trick is to take it one step at a time. We view career development as a life-long process. So we are glad that you are learning how to successfully negotiate this process now.
What Is Career Management?
Career management is the lifelong process of investing resources to achieve your career goals. Career management is not a singular event but a continuing process that is a necessity for adapting to the changing demands of the 21st Century economy.
Whether we are in the early phase of our work life or are a workforce veteran, we have probably heard the term career management. We have also probably heard that in the future we need to be responsible for our careers. What we may not have been told is what career management is and how we do it! Career management uses concepts similar to good financial management. A good rule of thumb to keep in mind is that a disciplined investment, made on a regular basis, yields a greater return. Although the tactics will vary, career management focuses on two key investment assets to manage throughout our working years, our personal lifelong learning and our network of relationships.
CAREER DEVELOPMENT
Career development programs tend to have a new focus today. Corporate career development programs used to focus on the employee’s future with that particular firm—in other words, on managing the person’s career with the firm. Today the reality for most people is that they’ll have to change employers (and perhaps careers) several times during their work lives. The emphasis now is thus on facilitating self-analysis, development, and management.
For the employer, the career development partnership serves several functions. As two experts put it, “employers provide the tools, environment, and skill development opportunities for employees, and then employees are better equipped to serve the company and build it to its potential. Career development may also cultivate employee commitment. Often, one of the best things an employer can do to maintain employee commitment is to emphasize how the company will partner with the employee in continuously developing his or her skills and knowledge. “The most attractive proposition an employer can made today is that in five years the employee will have more knowledge and be more employable than now. That should be the acid test for any career development program.”
Career Development Process
The Career Planning/Competency Model animates individuals to investigate and take information that enables them to synthesize, gain competencies, take decisions, set goals and take action. Each individual fluctuates in their progress through each of these stages for several reasons. Some improve quickly through each or all of the stages while others progress more slowly. Individuals may repeat all or parts of the career development process at diverse points throughout their lives as values, interests, abilities, and life circumstances change.
What do we mean by “career development process”?
Career originally meant a road, or a course to be traveled. In time it began to mean a course of achievement within a profession. Through the first seventy-five years of the twentieth century, career referred to a professional occupation yielding both money and a respected position in which one could advance. (From this perspective, some people had “careers” while others merely had “jobs.”) However, for the last quarter-century career has been viewed more broadly, encompassing work, leisure and other life-span dimensions. Now it is generally agreed that everyone has a career.
Information literally refers to the communication of knowledge, usually obtained from data, or through study or instruction. Sound career decisions depend on sound information and knowledge, both about self and the world of work. Although self refers to internal motivations, interests and values, we often use formal and informal theory-based instruments to make them explicit.
Roadmap to Success!
Your roadmap to success begins with planning your career development process. There are many approaches you can take to accomplish this.
The picture below represents a logical, step-by-step process designed to help you as you plan your career development process now, and anytime in the future when you want to change course. For example, you may want to be a manager in a large corporation, and then decide in a few years you'd really like to be an interior designer.
Some steps will be easier for you than others. Taking time now to work through each of the steps will help build a solid foundation for your future. Writing your thoughts down can sometimes help you brainstorm ideas. Some of this may seem a little overwhelming, and with so many obligations, how will you have the time? If you set aside a small amount of time (30 minutes) each day, you will make progress.
1. Self-Assessment. Discover your desires and passions. What would you do if money were no object? You may know exactly what you want to do. If so, move on to the next step. If you're struggling with this, there are some free and fee-based self-assessment tests available to help you.
1. Career Skill Assessment. This sounds similar to the self-assessment, but rather than focusing on your personality and interests, career skill assessments focus on your core job strengths and weaknesses. Again, there are free and fee-based career skill assessment tests available to help you with this step.
2. Setting Your Career Objective. Now that you understand your personality, interests, skills and strengths, it's time to make a decision! You may want to explore different career options to discover your best choice.
3. Career Development Plan. The nuts and bolts of planning your career development process. Set goals and timelines based on your career objective. Look at an example career development plan , or use the career development plan template to help you work through this step.
4. Implement Career Development Plan. It's action time! If your plan involves a career change, use the navigation bar on the left to help you through your career search, resume, cover letter and job interview questions.
5. Get the Most Out of your Career. To get the most out of your new career, planning strategies and learning skills will help you get to the next level. We've also created a free e-course to help you with this step of the process.
By planning your career development process, you're well on your way to your perfect career. Knowing your strengths and skills, along with having a plan, will give you the confidence and motivation you need to make a positive change
THE STAGES IN CAREER DEVELOPMENT
Exploration:
Represents pre-employment stage. Ends for most individuals in mid-twenties. Directions by the parents, teachers, friends, film, etc has great influences. In this period the number of expectations of one’s career is developed. Exploration
Establishment:
This stage covers about 10 years from the age of 25. In this stage the individual looks for job & tries to get settled in some organization. Consists of uncertainties and anxieties, and increased responsibilities. During this stage person tries to establish a place in society & work for career advancement. Work at a lower level Establishment
Mid-Career:
This stage is a lot of challenges and stressful. Search for new life goals. Get greater responsibilities and attractive and appreciable rewards. Level where employer identify talents for higher position. Mid-Career
Late-Career:
Stage continues for about 20 years from mid- forties. Career graph of an individual may be characterized by growth Holding senior position Individual having varied experience& learning Decreased work mobility and will be locked in their current jobs. Late-Career
Decline:
Stage after the age of 65. Individual is forced to step out. High achievers are teased by inactivity and non-creativity. Retirement in imminent. Decline
Career Development Model
Step One: Self-Assessment
The first step in the Career Planning Model comprehends to accumulate information about you to attend in making a decision about a career. You should elaborate an understanding of self including values, interests, aptitudes, abilities, personal traits, and desired life style, and become aware of the interrelationship between self and occupational choice.
Step Two: Academic/Career Options
The second step permits individuals to explore the world of work in a bigger proportion, narrow a general occupational direction into a concrete one through an informed decision making process, and declare a major.
Step Three: Relevant/Practical Experience
In Step III individuals estimate occupational alternatives and obtain practical experience through internships, cooperative education, relevant summer employment, volunteer work and campus activities. Besides, more precise decisions about occupational choices are made.
Step Four: Job Search/Graduate School Preparation
Individuals prepare for and commence managing a job search, or apply to graduate or professional schools.
Career development cycle:
"Who am I?" If you’ve been thinking about your career path and know you want a career change you may wonder: “Where do I start?” Typically, this process starts with self-assessment. Understanding who you really are is critical to effective career planning. Breaking this down can be helpful:
Skills: what skills do I have? And which do I really enjoy using? Just because you’re good at something doesn’t necessarily mean you like doing it.
Interests: what excites me? What interests me enough that I don’t realize the passage of time while I am engaged in it?
Values: what things do I believe in? What motivates me to work?
Personality: who am I? What are my personal preferences?
Set goals: From your self-assessment and exploration you should have a clearer idea of what you are looking for. Now is the time to set some goals. This includes identifying specific action steps that will move you forward.
Act: Sometimes people get stuck looking for the “perfect” action step. Remember that any step forward is an accomplishment.
Because this process is a cycle, after taking action you should re-assess how your plan is going. You may need to alter your goals a bit. Perhaps you stumble across a different occupational path that appears to be a better fit for you. Use this information to ensure your path is taking you where you really want to go.
Conclusion
At last we can say that, career development process is essential elements of a manager to establish his or her career position. A manager need a proper career planning and career management. If we will be make a business than we will take a proper career planning and manage it to reach goal. So that, a student should be prepare for his future position. Career development is a complex process-one that receives little attention until a student is deciding a major & when a person is looking for a job. This is unfortunate because ideally one should be exposed to the process of career development throughout primary & secondary school & continuing throughout life.
