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Career Development

This document contains a student's career development plan. It includes summaries of career development theories, analyses of the student's skills, short and long term career goals, and a proposed career planning timeline. The student aims to complete a master's degree within 1-2 years and a PhD within 3-5 years. Their short term goal is to become an HR officer and their long term goal is to become a talent management general manager and establish successful businesses.

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Divya Priyadharshini Mohan
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147 views13 pages

Career Development

This document contains a student's career development plan. It includes summaries of career development theories, analyses of the student's skills, short and long term career goals, and a proposed career planning timeline. The student aims to complete a master's degree within 1-2 years and a PhD within 3-5 years. Their short term goal is to become an HR officer and their long term goal is to become a talent management general manager and establish successful businesses.

Uploaded by

Divya Priyadharshini Mohan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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DEVELOPMENT AND

PLANNING
ASSESSMENT 3 – PERSONAL
CAREER DEVELOPMENT PLAN

STUDENTS NAME :
STUDENTS ID:
SECTION #:
CAREER DEVELOPMENT THEORIES
• Choosing a career that lets them use their skill and enjoying it
• Six common career types people choose are realistic, social,
artistic, investigative, enterprising and conventional
• Helped me to choose my interested career

• A framework of human learning behaviour by watching others


do.
• 4 behaviours namely attention, retention, reproduction and
motivation.
• Attention – keenly observing; Retention – Remembers learnt
things; Reproduction – Imitates by watching; Motivation – Needs
• Self analysis and understanding of one’s career choices
motivation to imitate
• Five stages of career development: growth, exploration,
establishment, maintenance and decline
• Helpful in understanding my self concept and used in various
career development stages

• Self concept is created based on self experiences


• It is helpful when matching my occupational experiences with
career development.
SUPER'S THEORY

• It says that, self concept is developed over time and individual experiences
• Five main development stages and few sub stages
• It need not be a chronological development, although it involves vocational
maturity
• The five development stages are:
• Growth – Development of self-concept, attitudes and needs
• Exploration – Experimental analysis
• Establishment – Building or establishing in an amateur level
• Maintenance – Continual improvement
• Decline – Low performed or retired
CAREER INTERVENTIONS

Keeps oneself busy with


It expands the By giving more
different and interesting
opportunities and opportunities and
job roles. By this we can
authorities for a resources to explore more
make mundane jobs more
designation. It helps new ideas and profits are
interesting
personal development and developed
skill development

Flexible timing and job By this way we empower


sharing that allows me to people in their jobs. This is
get help for the jobs a value addition.
difficult to be done alone
CAREER DEVELOPMENT STRATEGIES IN
LOCAL CONTEXTS – HSBC BANK
• This bank creates an environment fro personal and career growth
• It creates opportunities for higher studies while at work
• Award based performance evaluation – motivates to perform well
• Work-life balance and savings benefits
• Flexible working
• Inclusive working environment
CAREER PLANNING PRACTICES: LOCAL
ABU DHABHI ISLAMIC BANK
• Wide range of opportunities in recruitment, development and
promotion of local talent
• Well established bank with flexible work life balanced environment
• Pay benefits like savings, insurance and other incentives
• Has any leadership programmes to develop skills of employees
• Includes opportunities to develop personally and career development
CAREER PLANNING PRACTICES : GLOBAL
CONTEXTS

• Globally employers understand the career planning of employees and makes


way for development
• Includes various activities in daily schedule that improve skills of the employees
• Global companies spends a huge sum on training and development of their
employees
• Allows higher studies of further skill enhancement courses to be undergone
while in employment
• Always enthusiastic to retain an employee for a long term
SELF-ANALYSIS

Skills Analysis

Communication Good but will also make it better through trainings

Organizer Interested in organising and volunteering exercises will help in organising


skill enhancement
Multi tasking Multitasking ability since current position involves more multitasking

Time Management Manages time effectively as travelling is an interest

Leadership skirls Can be improved through volunteering experiences

Customer service Current employment has helped to develop this skill


skills
SHORT TERM GOAL

• A job change that fit my designation as HR officer


• My short term goal is to be a HR officer in any organisation and help human
resource development and utilisation.
• I wanted to develop employees through training programs and help the
reach their career goals

• Improving communication skill through training


• I want to improve my communication skills through training, that will help
me in further career development
LONG TERM GOAL

• Become a manager in talent management department


• I want to be general manger in the department and train more people

• Establish successful businesses


• Successfully open new business that are profitable

• Volunteering outside UAE


• I want to participate in many volunteering events inside and outside UAE
and wok for the uplifting of fellow beings
CAREER PLANNING

Duration Goals

1- 2 years
Masters Degree completion
3 – 5 years PHD

1 -3 years Working Talent Management department

2 – 3 years General manager designation

0-1 year Training Programs


REFERENCES

• Bagdadli, S., & Gianecchini, M. (2019). Organizational career management practices and objective career
success: A systematic review and framework. Human Resource Management Review, 29(3), 353–370. doi:
10.1016/j.hrmr.2018.08.001

• Eva, N., Newman, A., Jiang, Z., & Brouwer, M. (2019). Career optimism: A systematic review and agenda for
future research. Journal of Vocational Behavior. doi: 10.1016/j.jvb.2019.02.011

• Fasbender, U., Wöhrmann, A. M., Wang, M., & Klehe, U.-C. (2019). Is the future still open? The mediating role
of occupational future time perspective in the effects of career adaptability and aging experience on late
career planning. Journal of Vocational Behavior, 111, 24–38. doi: 10.1016/j.jvb.2018.10.006

• Heslin, P. A., Keating, L. A., & Ashford, S. J. (2019). How being in learning mode may enable a sustainable
career across the lifespan. Journal of Vocational Behavior, 103324. doi: 10.1016/j.jvb.2019.103324

• Mcmahon, M., Watson, M., & Lee, M. C. (2019). Qualitative career assessment: A review and
reconsideration. Journal of Vocational Behavior, 110, 420–432. doi: 10.1016/j.jvb.2018.03.009
THANK YOU

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