Career Development

Presented by Group(C)

VI Mech-1 VI Mech-40
VI Mech-3 VI Mech-49
VI Mech-25 VI Mech-52
VI Mech-29 VI Mech-65

Date:7.2.2019 1
 Outline of Presentation
• Introduction
• Aim & Objectives
• Concept & Features of Career
• Career Development
• Individual Career Development
• Organizational Career Development
• Career Planning
• Training for Career Development
• Conclusion
• Summary
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 Introduction
 Career development provides with an opportunity to learn
and develop the necessary skills to engage in life and career
planning.

 Career Development is the lifelong process of learning,

work, leisure, and transitions in order to move toward a
personally determined and evolving preferred future.

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 Aim & Objectives
• To attract and retain talent by offering careers, not jobs.

• To use human resources effectively and achieve greater

productivity.

• To turnover of employees.

• To improve employees’ morale and motivation.

• To meet the immediate and future human resource needs of

the organization on a timely basis.

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 Concept of Career

• Career is understood to relate to a range of aspects of an

individual’s life, learning and work.

• A career is an individual’s journey through learning, work and

other aspects of life.

• It also pertains to his occupation or profession that usually

involves special training or formal education and is considered to
be a person’s lifework.

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 Features of Career
• The important element in one’s career is experiencing
psychological success which basically is, feeling a sense of
personal accomplishment and fulfillment. Psychological
success energizes our efforts and impels us to undertake
new challenges and scale new heights that foster our growth
over time.

• The typical career of a person today would probably include

many different positions, transitons and organizations more
so than is in the past when employees were less mobile and
organizations more stable as employers. 6
 Career Development
 Career development provides the personal actions one
undertakes to achieve a career plan.

 It involves training on new skills, moving to higher job

responsibilities, making a career change within the same
organization, moving to a different organization or starting
one’s own business.

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Two main types of Career Development

I. Individual/Personal Career Development

II.Organizational Career Development

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 Individual Career Development
1.Performance

2.Exposure

3.Networking

4.Leveraging

5.Loyality to career

6.Expand ability

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 Performance
 Career progress rests largely on performance. If performance
is sub-standard, even modest career goals cannot be
achieved.

Exposure
 Career development comes through exposure, which implies
becoming known by those who decide promotions, transfers
and other career opportunities.
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 Networking

 Networking implies professional and personal contacts that

would help in striking good deals outside.

Leveraging
 Resigning to further one’s career with another employer is
known as leveraging. When the option is irresistible, the only
option left is to resign from the current position.
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 Loyalty to career

 Recent college graduates generally jump jobs frequently when they

start their career. To overcome this problem companies have come out
with lucrative , innovative compensation packages.

Expand ability
 Employees who are career conscious expect themselves for
future opportunities that may come their way internally or
externally by taking a series of proactive steps.
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 Organizational Career Development

1. Self assessment tools

2. Individual counseling

3. information services

4. developmental programmes of employee

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 Group assessment tools
• In it employees go through a process in which they think
through their life roles, interests, skills and work attitudes
and preferences. They identify career goals, develop suitable
action plans and point out obstacles that come in the way.

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 Organizational Counseling
• Employee counseling is a process whereby employees are
guided in overcoming performance problems.

• It is usually done through face to face meetings between

the employee and the counselor or coach.

• Counseling is generally offered by the HR department.

Sometimes outside experts are also be called in.

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 Information Services

• Employment opportunities at various levels are made known

to employees through information services of various kinds.

• Records of employees skills, knowledge, experience and

performance indicate the possible candidates for filing up
such vacancies.

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Developmental Programs of Employee

• These consist of skill assessment and training efforts that

organizations use to groom their employees for future
vacancies.

• Seminars, workshops, job rotations and mentoring programs

are used to develop a broad base of skills as part of such
developmental activities.

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 Career Planning
• Career planning consists of activities and actions that take to
achieve the individual career goals.

• It is the life-long process a person goes through to learn

about himself such as;

1. Purpose

2. Personality

3. Interests

4. Skills

5. Talents 18
 Purpose
 The main and the most important function of a career
development plan , is to help the person to know and
achieve the desired goal in life.

Personality
 Taking the time to ensure that personality is compatible
with career choice is extremely important. If do not invest
the time now to figure out what makes happy and keeps
motivated everyday. Learning about personality allows to
think about emotions, behaviors, and ways of thinking on a
day to day basis. 19
 Interests
• Interests are helpful to understand in relation to career
planning. Career Interests are different than abilities or
skills. However, people tend to be attracted to activities
that they enjoy and are interested in which then affords
the opportunity to develop skills and abilities.

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 Skills
• Career planning skills refer to the ability to find information
on prospective study paths or job opportunities.8 job skills
should have;
 Communication
 Teamwork
 Problem solving
 Initiative and enterprise
 Planning and organizing
 Self-management
 Learning
 Technology
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 Talents
• Talent is the term organizations use for their people. Some
organizations label all employees as talent and others define
talent and others define talent around as employees with
high potential performance and good career prospects or
because there is a skills shortage and so their skill set,
knowledge and experience is business critical.

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 Training of Career Development
Types of Training
1. Skills Training
2. Retraining
3. Cross-Functional
4. Team training
5. Creativity Training
6. Literacy Training
7. Diversity Training
8. Customer Service
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Skills Training
Focus on job knowledge and skill for:
Instructing new hires.
Overcoming performance deficits of the workforce.

Retraining
Maintaining worker knowledge and skill as job
requirements change due to:
 Technological innovation
 Organizational restructuring 24
Cross-Functional Training
Training employees to perform a wider variety of tasks in order
to gain:
 Flexibility in work scheduling
 Improved coordination

Team Training
Training self-directed teams with regard to:
 Management skills
 Coordination skills
 Cross-functional skills
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 Creativity Training
 Using innovative learning techniques to enhance employee
ability to spawn new ideas and new approaches:

Literacy Training
 Improving basic skills of the workforce such as
mathematics, reading, writing, and effective employee
behaviors such as punctuality ,responsibility, cooperation,
etc. 26
 Diversity Training
 Instituting a variety of programs to instill awareness,
tolerance, respect, and acceptance of persons of different
race, gender, etc. and different backgrounds.

Customer Service Training

 Training to improve communication, better response to
customer needs, and ways to enhance customer satisfaction.

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 Conclusion

 Career Development is always associated the person who

work in their respective jobs.

 It increases employee’s physical and mental skills.

 Increases customer’s satisfaction because of improved

services.

 Aid in retaining the best personnel in all departments.

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 Summary

 It can understand the importance of career planning and

development.

 It can be familiar the training of Career Development that

should be prepared in each of employee.

 It can understand the individual and Organizational of Career

Development.

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