Article 5. FUNCTIONS OF HRD 3. CAREER DEVELPOMENT

 CAREER DEVELOPMENT

INTRODUCTION

Career development is an important function in the field of HRM. Career development have to be initiated form both employee and organization. Many years ago career development was not treated as a function of HRM but a whole responsibility of employee. "A career is all the jobs that are held during one's working life" (Werther et al, 1985). Career development is consist of properly designed job experiences leading to and increasing level of responsibility, status, power and rewards. it represents a well arranged path taken by an employee across time and space. Career of an employee may be a Unitary career  or Multiple career. Unitary career includes a single profession while multiple career includes two or more professions. The most important aspect of career development is that every employee must accept his  or her responsibility for development. In todays rapidly changing cooperate environment, organizations identified the importance on investing on developing their human asset  for the growth and sustainability in marketplace.

Definition of Terms 

Career path - A career path is the sequential pattern of jobs that forms one's career.

Career Goal - Career goals are the future positions one strives to reach as part of a career. These goals serve as benchmarks along one's career path.

Career planning - Career planning is the process by which one selects career goals and the path to those goals

Career development - Career development is the process by which one undertakes personal improvements to achieve a personal career plan.

source: Werther et al,1985 cited by Opatha H ,2016

Importance of Career Management

For employees

To increase possibility of getting promotion

To help reach the top of the profession

To ensure job security

To increase self esteem

To feel more comfortable in life

To become a mentor

To become a role model for others to follow.

For Organization

Possible to meet internal staffing needs.

To create a better image attracting job applicants

To reduce employee turnover

To enhance productivity through improved value of the employee.

Types Of Career Management

As per Opatha H, (2016) there are 3 types of career management

 1.    Individual- centered career management - Employee selects his career goals and the path to achieve the goals. “How individuals move and adjust through various work roles depends on how they narrate their world, themselves, and what matters to them.” (Del Corso & Rehfuss, 2011)

2.    HR department centered career management - Considering the organizational needs and individual needs HR department sets the career goals and help employees to achieve their career goals.

3.    Manager centered career management - This is done by the superior of the employee focusing the needs of relevant department and the employee as well. superior needs to encourage the subordinates and provide possible assistant. “Managers, by providing learning opportunities and supporting career goals, help to empower their employees and further their career development. The organization, for its part, has a duty to help develop employees’ career-management, skills through human resource programs, mentoring and networking. Lastly, the employees themselves must be accountable for their own development through self-assessment, skills updating, and setting career goals.” (Boyd & Spurgeon, 2014)

Career Planning and Development

Individual Approach

Career development is directly linked to the goals and objectives set by an individual. It starts with self assessment and self actualization on ones' interests and capabilities. Career development helps an individual grow only professionally but also personally.  

“The focus on self-development (e.g., skill updating, interest expansion, setting new work goals) is aimed at both maintaining career vitality and hedging one’s bets against job loss and organizational downsizing,” (Lent, 2013).  The employee should accepts responsibility of his/her own career. Be the architect of his/her own career. Depicted below are the steps to follow by an individual planning career.

• Self assessment of values and competencies and interest. “Create a systematic process that ensures that you remain mindful of your personality, strengths, and values when engaged in decision making.” (Trujillo, 2009)
• Find information and resources required. “Labour market information is one of the five essential ingredients in meeting personal career goals.” (Milot-Lapointe et al, 2018)
• Set career goals and path to achieve focusing the current position and future opportunities.       “…studies question whether most young people choose a career direction in a meaningful way. Most select from the opportunities that are evident in their environment, rather than seeking out different ones that might be more satisfying.” (Campbell & Dutton, 2015) 
• Engage in career development activities. Develop appropriate traits and behavior to achieve career goals.

HR Department Approach

In the modern world Human Resource (HR) departments have been tasked with significant evolution in their role. Beyond the traditional administrative functions, HR now plays a crucial  role in fostering employee's career growth. Following strategies can be applied  in this regard.

Offer variety of Career options:

    It is important to create different career path for employee to choose. By understanding each employees unique talents, HR department can strategically align employees with job roles that  not only leverage their strength but also provide opportunities for career advancement. Not only for managerial jobs  but career path can be developed for non managerial jobs as well.

Perform Career Counselling: 

        According to the size and affordability of HR department, a Career Counsellors can be recruited. If not the HR managers or the superior of the employee has to play the role of counsellor providing advice and guidance to employee when required. Regular conversations help employees align their career goals with organizational objectives and provide them with valuable insights for  professional growth. Also can assist with identifying and evaluating employee strength and weaknesses. It facilitates a culture of open communication and collaboration between employee and their  superiors.

Invest on Career Education:

    HR department must ensure that employees have acquired  required knowledge, skills and attitudes for career development. Employees should aware the importance of career management and how to get it done. In order make the awareness among employees HR department can use different methods such as conducting workshops, seminars, discussions etc. Also special training on soft skills development and competency development for employees is essential for their career growth. Learning new skills like leadership, time management, communication management, team management etc. also help an employee to develop and shape their career.

Provide Planned Job Rotation: 

Moving the employee from one job to another in the same field or form one field to another field is considered as job rotation.  Through a systematic job rotation employer can discover, which job the employee suits most according to employee's merit of preference. "Providing periodic , planned job rotation can help the person develop a more realistic picture of what he or she is good at, and thus the sort of future career moves might be best" (Dessler,2005 cited by Opatha H, 2016).

Mentoring

Mathis and Jackson (2000) wrote: " mentoring is a relationship in which managers at the mid points in their careers aid individuals in the earlier stages of their careers. Technical, interpersonal, and political skills can be conveyed in such a relationship from the older to the younger person. Not only does the younger one benefit, but the older one may enjoy the challenge of sharing his or her wisdom" cited by Opatha H.(2016). The HR department can assist employees by providing suitable opportunities for  mentoring who need career planning and development. 

CONCLUSION

Career development is the proactive process to discover an employee's footing on his expected position in future and make a plan to achieve it.  The employee is the architect of his or her own career and while gaining new work experiences. Career development is an important HR function in todays context which both employee and organization is responsible. With the rapid change of the technology and the global economy, professionals must adopt to stay competitive. A strategic career development plan can make this possible.

References

Boyd, S., & Spurgeon, K. Lifelong Career Management. Career Development Practice in Canada. Toronto: CERIC, 2014. Retrieved from https://ceric.ca/publications/guiding-principles-of-career-development/

Campbell, C. & Dutton, P. (2015). Career Crafting the Decade After High School. Toronto: CERIC, 2015. Retrieved from https://ceric.ca/publications/guiding-principles-of-career-development/

Del Corso, J., & Rehfuss, M. (2011). The role of narrative in career construction theory. Journal of Vocational Behavior, 79(2), 334-339. doi: 10.1016/j.jvb.2011.04.003

Dr. Henarath HDNP Opatha, (2016) Human Resource Management

Guiding Principles of Career Development: Anchored  by Evidence Retrieved from  https://ceric.ca/publications/guiding-principles-of-career-development/

Lent, R. (2013). Career-Life Preparedness: Revisiting Career Planning and Adjustment in the New Workplace. The Career Development Quarterly, 61(1), 2-14. doi: 10.1002/j.2161-0045.2013.00031.x

Milot-Lapointe, F. ., Savard, R., & Paquette, S. (2018). Effect of Labour Market Information (LMI): Comparison Between Independent and Assisted Use of LMI. Canadian Journal of Career Development, 17(1), 43–52. Retrieved from https://cjcd-rcdc.ceric.ca/index.php/cjcd/article/view/106

 Roberta A. Neault Life Strategies Ltd. Theoretical Foundations of Career Development. Retrieved from https://ceric.ca/publications/career-development-practice-in-canada-perspectives-principles-and-professionalism/

Trujillo, J. (2009). Understanding who you are and how you work: the role of self-assessment. Currents in Pharmacy Teaching and Learning, 1(1), 10-16. doi: 10.1016/j. cptl.2009.05.02

Whiston, S., & Blustein, D. (2013). The Impact of Career Interventions: Preparing our Citizens for 21st Century Jobs. Retrieved from https://www.ncda.org/aws/NCDA/asset_ manager/get file/63826?ver=167

https://www.uschamber.com/co/grow/thrive/stages-of-career-development