Career Development or Career Planning refers to the procedure, an individual can go through to transform their occupational role. It’s the procedure of making key decisions for future learning, to align future career goals with personal desires of psychological or physical satisfaction. These decisions are made with an attempt to achieve a particular goal, and this goal may relate to improving one’s career prospects, increasing their salary, pursuing a particular occupation, or achieving some other objective. In fact, career development is also known as career management, and career planning is known as career planning. While these two terms are often used interchangeably, they’re usually referring to two different processes.
Career Development is the first step to career progression. It’s intended to assist individuals in establishing careers that are in alignment with their aspirations. It involves examining the current occupational positions and thinking about what skills and qualifications those occupations require. From there, people explore various career development options. They may decide to further their education or acquire a new skill, or change careers altogether.
Career Planning on the other hand is designed to aid employees achieve their career goals. This includes aligning career goals with employees’ qualifications and abilities, as well as identifying steps employees should take to acquire and maintain those qualifications and skills. Additionally, career development usually involves considering the relationships between employees and their co-workers. It may include the formation of career alliances, career planning workshops, career transition planning, and career transition coaching. Finally, career development usually involves identifying appropriate and attainable future goals.
When both career development and career planning are used together, they become a career development strategy or approach. These strategies are designed to ensure that employees who are experiencing economic downsizing, or who are transitioning from one career to another, are able to maintain their existing jobs while progressing within the company. Most often, companies will begin the processes of career development and career planning by identifying current job vacancies that are not suitable for their employee’s skills and preferences. However, sometimes, despite the best efforts, an employee will be forced to move from one vacant position to another. In this case, it may be necessary for that employee to re-qualify, starting with a basic job interview, before being offered a job.
When companies are successful in helping employees move from one vacant position to another, career development helps them become more marketable. As more workers are offered jobs in different industries or in new locations, the need for workers grows. This means that the number of job openings also increases. In addition, as career development helps workers find better careers, companies can grow in size and can attract and retain more employees. In turn, employees are likely to feel happier in their jobs and are more likely to advance within the company when the economy improves.
When both career development and career management are combined, it is often called a balanced approach. A number of factors can impact an organization’s ability to develop and successfully manage its workforce. One of those factors is the current state of the American economy. As more industries are downsizing and some are moving out of the country in search of cheaper labor, the American labor market has suffered at the hands of companies that don’t have plans for further expansion.
In an effort to prevent this type of reduction in an organization’s ability to find qualified workers, the HR division at companies should begin planning well in advance. An effective planning process will provide managers with information on the best stages of careers for employees. It will help managers determine which fields and positions are more likely to be available in the future and which ones aren’t. It will also allow them to build a strategy for workforce development that will maximize their current and future profits. By properly planning and organizing an organization’s workforce, managers can ensure that the most desirable positions are filled and that the least desirable ones are moved to a less favorable stage of their career development.
Another way to improve an organization’s ability to successfully manage its people is to make sure that all employees understand the value of career development. Some employers make the mistake of assuming that their workers are unaware of the value of their careers. Because of this, some employees may not be trained in terms of planning their careers or in how to increase their potential for career success. Effective career planning requires employees to understand that their skills, interests, and talents will contribute to their future pay and promotions. Employees must also know that their organizations and their accomplishments count. If these things are understood by employees and taken into consideration when promotions and pay are at stake, it makes sense that the company can improve its ability to successfully manage its employees’ career development.