Explain the Concept of Career in the Context of Career Development Perspective. Discuss Various Individuals and Organisational Strategies for Career Development

Topics: Organizational studies and human resource management, Human resource management, Management Pages: 14 (4025 words) Published: February 18, 2013


QUESTION 1: Explain the Concept of Career in the Context of Career Development Perspective. Discuss Various Individuals and Organisational Strategies for Career Development Career development represents the entire sequence of activities and events related to an individual’s career (1). It involves managing ones career either within or between organizations (2). It also refers to the lifelong process of getting ready to choose, choosing and typically continuing to make choices form among many occupations available in a society (3). It includes learning new skills and making improvements to help one in his career (2). Career development encompasses acquiring educational qualifications and certifications, career path, self actualization as individual, shifting of careers, and career growth, learning curve, family life, accomplishments and recognitions or felicitations (1). However, other scholars favour a dynamic definition which encompasses the individual, the environment, interaction and change as representing the key elements of a definition of career development (3).

Individual strategies for career development
Various individual strategies for career development include clarifying ones values, determining ones occupational aptitudes and interests, realizing ones options, creating a career development plan, using career-development resources and being realistic about career development (4). One strategy is to use available resources for career development. These resources include online resources for career development assistance, mentors, network of professional contacts such as “LinkedIn”, information from one’s human resource department, and professional associations. For illustration, online services offer substantial information about occupational opportunities and outlooks, job hunting, vocational aptitude and preference listing and value clarification. As part of an individual strategy for career development, one must note that it take years to build a career. This will prevent one from setting unrealistic aspirations and more become impatient about career progress. There is therefore, the strategic need to create a career development plan which acts as a blue print for putting the pieces of a career together. And there should be a systematic plan for charting the course of one’s career (4).

Career development can start with the creation of a career development plan in which one set goals and objectives for their own personal career growth (2). The plan should contain what one would be doing in both a short and long term range such as now to five years and ten years into the future. This will suggest what skills, experiences, education or training accomplished now would pave the way for reaching one’s career goals (4). Integral to a career development plan is goal setting and mile stones based around well-defined objectives (1).

An ideal career development plan should be flexible enough to account for crisis situations, mid career blues, relocation possibilities, career shifts and other exigencies (1). This ensures that one is in control with his or her own career.

Realizing the need to take control of ones own career future is the first step to career growth and job satisfaction (2). It is important for an individual to be clear about his life priorities. This will enable that individual to know how work fits into one’s life priorities. Doing this will enable one point out of challenge, excitement, stability, responsibility, freedom, money , titles, or chances for advancement is a priority or not.

Planning for career development should involve knowledge of jobs one is interested in. An industrial psychologist assessment centre and standardize tests can help one to determine his or her occupational aptitude and interests (4). A vital strategy is to realize ones options. This calls for being aware of opportunities and market one’s...

References: 6. Hendry, C. (1994). Human Resource Management: A strategic approach to employment. London: Butterworth.
11. Thomson, R. (2002). Managing People (Third ed.). Butterworth-Heinemann.
12. Bradley, K. (1992). Human Resource Management: People and Performance. USA: Dartmouth Publishing Company ltd
14. Walker, J. W. (1980). Human Resource Planning. Mc Graw-Hill, Inc.
15. L1 Jonathan Sutherland, D. C. (2004). Key concepts in human resource management. Palgrave Macmillan.
Eileen Appelbaum and Peter Berg. 1997. Work Reorganization and Flexibility in Job Design, in David Lewin, Daniel J.B. Mitchell, Mahmood A. Zaidi (eds), The Human Resource Management Handbook, Greenwich, CT:  JAI Press Inc.
22. Jon M. Werner, R. L. (2009). Human Resource Development. USA: South-Western Cengage Learning.
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