Career Development – Career Development Methods

Career Development

Career Development is defined as the efforts that are made by the organization to equip its employees with the skills, knowledge and experience. Actually that help them to perform the duties of their current as well as future jobs effectively. The organization develops and implements certain policies including counseling the employees, promotion and opportunities. Specifically to attain excellence that facilitate the employee to prepare their career. Development of career actually promotes the knowledge, skills, and experiences along with the behavior modification. Along with the techniques of refinement that promotes the addition of value for the employees by improving their work.

In career development, Human Resource Management has the vital importance that centers the entire efforts of the organization. It is relatively different from the training in such a way that it has wide scope. Also longer frame of time and broader focus. Moreover the purpose of training is limited to the performance improvements. However the goal of development is to make employees more capable and enriched.

In modern days the careers development not only fulfills the needs of the organization but also the needs of the employees. Career development is looked as essential by the organizations due to the following reasons.

• It is a method of prevention from job burnout
• The career information is provided to the employees
• The quality of work life is improved
• Also the affirmative action goals are met

In short, career development becomes essential for the organizations to be sustained in the competitive global environment.

Career Development Methods

There are many methods that are used extensively for the purpose of careers development. However mostly these are used in combination of more than one method. Following are the commonly used methods of career development.

Discussion with Knowledgeable Individuals

In this method the subordinate is combined with his superior to agree on the best career development activities. Hence in certain cases guidance counselors and psychologists provide this service. Moreover in case of academic institutions like colleges and universities, specialized career planning and development guidance is provided to the students. Professors are usually responsible for such guidance.

Company Material

There are certain organizations that have developed certain specific material for the development of its employees. The developed material is in accordance with the needs of the organizations. Moreover the job descriptions can be considered as good material that show the employees. Actually to decide whether their strengths and weaknesses match with the requirement of any offering job within their own organization.

Performance Appraisal System

The performance appraisal system in the organizations can also be regarded as a good source of career development. When the strengths and weaknesses of employees are discussed with their relative supervisors than the needs for the development of employees emerged clearly. If there is no possibility to overcome the weakness of a certain employee, then there can be a solution of an alternative career path for that employee.

Workshops

Certain organizations offer the workshops for their employees that last for two or more days. So that the employees can be able to develop their career within the organization. The career objectives are described and matched by the employees with the needs of the organizations. In other situations, the workshops are presented at the community level. So that the employees may be sent or they may start the visit themselves.

Personal Development Plans (PDP)

There are some organizations that encourage their employees to present their own plans of personal development. Such a plan consists of a summary of needs of personal development of employees along with the specified action list for the achievement. So the management encourages the employees to analyze their weaknesses and strengths.

Besides these methods of careers development. There are some other ways too like specialized software packages. Also special websites for career development. These all must be in your mind.

Challenges in the Career Development

It is a clear fact for the organizations to initiate career development for the employees. However the main problem is that the clear form of such development cannot be easily determined. Following are the three major challenges that come in the way of career development.

Who will be Responsible

It has been proved effective by many organizations that the employees should take active part in the planning and implementation of personal development plans of the employees. There are certain situations that bring change in the organizations. Such as the responsibility for personal development is taken by employees themselves. Like acquisition, mergers, employee empowerment and downsizing. However the general guidance should be provided to the employees to take necessary steps. Especially for their career development both within and outside the organizations.

How much Importance is Sufficient

The effectiveness of an organization is seriously harmed by specifying too much importance on career development. When employees are provided with extreme career orientations, they become more responsive toward their image rather than towards their performance. For this purpose the manager should adopt certain steps like deep focus on advancement opportunities, job performance versus socializing and managing impressions.

Following are some of the serious side effects resulting from development programs.

• Dissatisfaction of employees
• Poor performance
• Unrealistic expectations from advancement

There are certain obstacles in the way of career development that the organizations should remove for the career advancement of their employees. A government study conducted in the year 1991 shows that the minorities and women are not given the proper career development opportunities like mentoring, networking and participation in the committees of policy making.

So the organizations should design broad based career development programs that educate and train minorities and women employees of the organizations. Moreover there is another category of employees that need special focus by the management of the organizations and this group is related to the dual career couples. The organizations should design flexible work schedules, childcare facilities and telecommuting. There are certain organizations that counsel couples in career development.