1.0 Introduction of career planning and development
An integral part of the performance review process is the Career Development Plan (CDP). The Plan identifies strength and area of development related to the career goals. Creating a career development plan will help to develop strategy to maximize opportunity for meaningful work in the future. (Plan, 2006)
Career development is the lifelong processes of managing progression in learning and working. There are some types of quality in learning and working, the kind of people they become, the sense of purpose what they taken and economic contribution they make to the community or society of which they are part. (Watts, N/A).
Career planning is lifelong processes that focus on making choice how to help your work and personal life. Career planning is the combination of structure planning and the active management choice of one’s own professional career. The outcome of successful career management should include personal fulfilment, work/life balance, goals achievement and financial security. The career planning process is comprised of four steps such as self-assessment, career exploration, match and action. Career planning helps in designing and formulating of a smooth future. Pre-planning is effective and gives benefits after achieving educational targets effectively. It helps to evaluate our own personality, which helps us to know that which kind of job would suit us according to our need and capabilities. Basically career planning is like mapping our future. (Manitoba, N/A)
1.2 Purposes of Career Planning and Development
The following paragraph is mainly is based on (Caruth, Caruth, & Pane, 2009)There islittle specific organizational purpose that is served through career planning and development programs. Besides, these purposes centeron having sufficient numbers of qualified people available so that the company can fulfil its mission and goal. Improve Utilization of Personnel. Talent is not always obvious. Often, developmental activities are necessary to bring out the latent ability in people. The first purpose of career planning and development, therefore, is to ensure that an organization is effectively utilize the human resources that already employed by the firm (Caruth, Caruth, & Pane, 2009). Reduce Employee Obsolescence. Because of technological and scientific advancements, many careers for which people spend their years in training become better in a relatively short time. Unless an organization takes positive developmental actions to counter this possibility, it may find itself with a number of employees whose skills are no longer appropriate for essential tasks. Career planning and development is one solution to this problem. For example, Motorola requires its employees to complete 40 hours of training each year in order to help the company maintain a high performance work force and a competitive advantage (Caruth, Caruth, & Pane, 2009). Increase Organizational Effectiveness. The effectiveness of any institution is increasing by having thoroughly trained individuals continuously available to perform necessary activities. Career enhancement is a means of accomplishing this career. Developmental activities are improving the utilization of employees, reduce turnover, increase motivation and commitment, alleviate obsolescence, and substantially improve the company effectiveness in achieving the desired results (Caruth, Caruth, & Pane, 2009). Be Socially Responsible. In an era of downsizing, restructuring, layoff, and offshoring there is growing concern that it is the responsibility of organizations to make investments in the employability of their workers. From the society point of view, it is incumbent upon organizations that they view career development not only from a perspective of corporate self-interest, but also from the standpoint of what is in the best interests of society at large. In the...
Bibliography: Blog, T. M. (2010). mgmtys. Retrieved February 17, 2014, from mgmtys.blogspot.com: http://mgmtys.blogspot.com/2010/11/advantages-of-career-planning.html
Board of Equalization. (N/A). Boe. Retrieved February 12, 2014, from www.boe.ca.gov: http://www.boe.ca.gov/exams/workingyourwayup/career.htm
Donald L. Caruth, G. D. (2009). Staffing of the contemporary organization. United State of America.
Greensboro, N. ,. (2000). Inround. Retrieved from http://www.inround.com/articles/wfstab.htm: http://www.inround.com/articles/wfstab.htm
McKay, D. R. (N/A, N/A N/A). About. Retrieved February 1, 2014, from http://careerplanning.about.com: http://careerplanning.about.com/od/careerchoicechan/f/career-development.htm
n.p. (n.p). Retrieved february 14, 2014, from careercentre.dtwd.wa.gov.au: http://www.careercentre.dtwd.wa.gov.au/careerplanning/Pages/CareerPlanning-4StepPlanningProcess.aspx
Plan, N. S. (2006). Career development plan. success through people , 1.
St, N. C. (2013). Gaining Experience. Ohio.
St., N. C. (2013). Skill Development. Canada.
The Workforce Stability Institute. (2000). Inround. Retrieved February 17, 2014, from www.inround.com: http://www.inround.com/articles/wfstab.htm
Please join StudyMode to read the full document