mine career development needs, Coa realistic oa easy for ther toceffective joint goal setting. mnication barriers Es career, career planning, career development organisations must closely exa information. This is not always assessment and there may be commu Itis very important to clarify the terms management. a9 7 ‘An objective view of a person’s career is given by FLIPPO. ee i a T vositions held by a person during the course of Iife aoe ie i Saito that provide continuity, order and meaning to 4 Ps ‘Another subjective view of career is that career consists of the nen ae pe and motivation that occur as a person grows older. The underlying on ca otal an individual can shape his destiny through a series of well-planned an ea planned postive moves. Careers today are not what they were several years ago. Careers were traditionally viewedlag table employees within a profession. Today an upward linear progression in one or two firms or as st sion casted comeane’s career is more likely to be driven by person, not by the organisation and ent change. reinvented by the person from time to time as the person and the environm« ar m CAREER DEVELOPMENT a Career development is the ongoing effort of both individuals and organisations to expand career ‘opportunities and realise career goals. Career development is always important regardless if a person is currently in the market for work, or he is already employed. The workplace is ever changing and with that each of us continues to grow in complexity. The career development never ends. [tis @ lifelong process, and while it doesn’t have to be the focus of a person's doings, one should always: keep it in the back of one’s mind relating to how what one is doing now can help his/her cares Career development begins with an individual's earliest awareness of the ways in which people make a living. For example, when a child notices that some people are doctors, others are S and some are pilots, it signals the start of this process, which continues as that person begins explore occupations and ultimately decides what career to pursue himself or herself. development doesn’t end there. One must get the required education and training, then apf get a job, and ultimately advance in it. For most people, it will also include ct jobs at least once, but probably more often, It is important to note that career without any intervention in almost all ind begin—sc bout occupational won't give this subject much thought, at least eae how ee r close to having to decide how they will earn money, While many ir independently, almost everyone can benefit sreatly from getting. or other similarly trained specialist, career ed nr development, often results in an individual type of intervention can begin as people find \(Cr ESAS m@ STEPS IN EFFECTIVE CAREER PLANNING & DEVELOPMENT i ning offers a large numbers of benefits to the individual as well as to the © the success of such activity, a number of steps should be taken. A few gp Support from the Top Management. Career planning efforts to be effective must receive ort and help from the top management. 2 Clear Cut Goals. The corporate goals must be laid down clearly. It is not possible jy priate goals for human resources if the management is not sure about the Rewards for Performance. There must be appropriate rewards for employees as well = man who show promise. Employees must be made willing to expand their abilities s must be willing to coach, counsel and share their knowledge with Proper Placement. Every effort must be made to put the employees on jobs for which they are If talented employee is put on a job, below his standard, he will quit in m as soon as he gets the opportunity. Career Paths. The areer paths for different employees should be laid down clearly. Fast hould be available to talented people. 6. Continuous Basis, ( areer planning efforts should be carried out on a continuous basi nanging needs of employees and the organisation in mind. A record of careet of employees must be kept and periodic assessment like who has gone w made movement etc. should | 7. Awareness, There hould be f that all the em, vloyees | publicity of the career opportunities in the organisation, "ecome aware of these opportunities SUCCESS IN CAREER [Gohventionally, a pe SON'S caree ied, or the standing in mn, Career success should areer Performance, Cares el Of Psyehological <.,.... T Success is judged by the organisational level achieved, experts, however, argue that this is too simp! iudged on several dimensions as discussed below : a profession. Career be er performance can be judged by the level nf ehice:, Je