Career development helps an employee to improve and further enhance knowledge skills and responsibilities. As correctly said by Robert C. Merchant, Jr. that in today’s scenario employees are more of careers conscious, i.e. they are expecting more of personal growth and development from the employers. Also that the organisations which fail to cope up with the increasing demands of the employees will lead to high employee turnover rate or loosing valued
These goals are being reframed in the light of lifelong learning policies, linked to active labour market policies and the concept of sustained employability. Career guidance accordingly needs to be accessible not just to school-leavers and the unemployed, but to everyone throughout their lives. The OECD report reviews the existing evidence at three stages: immediate learning outcomes from career guidance, including attitudinal changes and increased knowledge; intermediate behavioural changes, including entry into a particular career path, course or job; and longer-term outcomes, such as success and satisfaction with these paths or placements. In these terms, there is substantial evidence of the learning outcomes which individuals derive from career guidance interventions. This is important, because in general career guidance interventions are concerned not with telling people what to do but with helping them acquire knowledge, skills and attitudes that will help them make better career choices and transitions.
Many people find themselves in need of professional advice as they encounter problems or must make decisions about their careers, for instance when they are thinking of looking for a new job or changing occupations. Factors and Barriers that Influence Career Development Several factors and the interactions between them influence career development and some may be barriers to it. These factors are: Personal Characteristics When you are in the process of choosing a career, you should do a thorough self assessment. It will allow you to learn what your personality type, interests, aptitudes and work-related values are. These traits, taken in combination, play a major role in career development and will help you find careers, as well as workplaces, that are suitable for you.
It is also becoming an integral part of human resource development for most industries. On the basis of the literatures cited, a number of factors interact to cause adult career development. These include gender and age-related differences in career stages, motivation to learning as well as difference sin work and career salience levels. Understanding work and career salience could be a powerful resource for the HRD department of industries to motivate employees toward learning and performance outcomes. Incentives and rewards that are deemed to be valuable for the employees will be effective especially if they see equal benefits both for personal career development and performance satisfaction for the part of the employers.
Developmental activities by the employer can make the employee cherish with higher skills and abilities with career growth. Employee Development Individual in any organization or institution forms an important resource which need to be nurtured and developed .employee is the most valuable asset and backbone of any organization. Employee development is a joint action or initiative by employee as well as by his/her employer to enhance the knowledge and abilities of an employee and help him/her to survive the competition. It helps an employee to become a valuable resource which benefits the organization as well as leads to his/her personality development. It leads to professional growth and personal
This assignment will highlight personal development skills which will lead me towards professional development. During this assignment it will focus on personal and professional skills which are required for organization success and in the first task, my own learning style is identified and it is integrated with lifelong learning styles and sources of information. My future job, my strengths and weaknesses, and personal development plan are identified to achieve above mentioned primary objective. In the second task, problems, effective communication and time management are discussed since those areas are very important for career development. And also personal audit will be carried out to evaluate the strategic skills needed to meet the current
On the words of Gustafson, “A strong positive correlation exists between increased level of employee training and decreased turnover” (Gustafson 2002, p.107). Employee growth referred to as human resource development (HRD), is about the provision of learning, developing and training opportunities with the intention of improving individual team and organisational performance (Armstrong, 1996). As per Stravrou et al., (2004 cited in Nikandrou et al., 2009), one of the most important challenges faced by employers consists of issues of training and development. In accordance with Bushardt et al., (1994 cited in Choo and Bowley 2007) training employees end result is advance skills, rising professionalism, boosting employee loyalty and satisfaction to the organisation. Chiang et al.
For the individual employees, the outcome is directly related to the higher job satisfaction and their commitment at workplace (Holt, Rutherford and Clohessy, 2007) and in the organizational level, the positive result come in terms of profitability and better performance (Zahra and Covin and Garvins, 2000). Lumpkin and Dess (2005) proposed a framework for analyzing the link between firm performance and corporate entrepreneurship. Further they argue that, both financial and non financial measures are important in the study of entrepreneurial outcomes. Both job satisfaction and effective commitment denotes favourable emotion which is derived from the evaluation of job experience and workers’ emotional connection to their organization. Satisfaction and commitment are related to levels of motivation which can be translated into maximum job performance among the organisation’s employees.
Skill Development, Entrepreneurship and Innovation – Sector Paper Executive Summary Skill development and entrepreneurship are the driving forces of economic growth and social development for any country or state. Countries with higher levels and better standards of skills adapt to the volatile changes in the domestic and international job market. Though need for framework of skills, entrepreneurship and innovation was realized late in India, the momentum of its spread is rapid. Skill Development and Entrepreneurship is well supported by agencies like National Skill Development Corporation (NSDC), National Skill Development Agency (NSDA), Directorate General of Training(DGeT), National Skill Development Fund(NSDF), Indian Institute of Enterprise(IIE),
When being linked to education, professional development means the development of a teacher in his or her profession role. Many scholars defined professional development in different ways. Glatthorn, more specifically, defines it as follows: "Teacher development is the professional growth a teacher achieves as a result of gaining increased experience and examining his or her teaching systematically"(1995:41). Fielding and Schalock(1985) affirm, in the same vein, that the one who looks at professional development has to examine the content of the experiences, the processes of professional development, and the contexts in which it will takes place. However, Ganser(2000) claims that professional development includes formal and informal experiences; formal experiences are all about mentoring, attending workshops and professional meetings, whereas, informal experiences are related to reading the professional publications and expanding the knowledge by what is related to the academic