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Individual Career

Planning

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Individual career planning

processes

Self Assessment

Referred to as learning about oneself

Strength/Weakness Balance Sheet

assists people in becoming aware of their strengths and

weaknesses

Likes and Dislikes Survey

assists individuals in recognizing restrictions they place on

themselves

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Strengths Weaknesses

Works well with

people

Good manager

of people

Hard worker

Lead by example

Relatively open

minded

Have a great

amount of

empathy

Doesnt like

constant

supervision

Do not like

details

Cannot stand

sitting or standingin a desk all the

time

Not a conformist

but appears to be

Cant stand to

be inactive

Like to travel

Would like to

live in the east

Enjoy being my

own boss

Would like to

live in a medium-

size city

Do not want to

work for a large

firm

Will not work in

a large city

Do not like to

work behind a

desk all day

Do not like to

wear to suits all

the time

Likes Dislikes

Source: Wayne Sanders

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Academic / Career options

Investigate the world of work in greater depth, narrow

a general occupational direction into a specific one

Relevant / Practical experience

Gain practical experience through internships,

cooperative education etc..

Individual career planning

processes

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ONLINE CAREER

PLANNING

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Organizational Career Planning

Process of establishing career paths and activities for

individuals within a firm

More effective

development of

available talent

Self-appraisal

opportunities for

employees

More efficient

development ofhuman resources

within and

among divisions

or geographic

locations

A demonstration

of tangiblecommitment to

equal

employment

opportunity and

affirmative action

Satisfaction of

employees

personal

development

needs

Improvement

of

performance

through on the

job training

experiences

Increased

employee

loyalty and

motivation

A method of

determining

training and

development

needs

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The superior and subordinate jointly agree on career

planning and development activities

Some firms provide material specifically developed toassist their workers in career planning and development.

Noting and discussing an employees weaknesses can

uncover development needs.

Some organizations conduct workshops lasting two or

three days for the purpose of helping workers develop

careers within the company.

Organizational career Planning and Development

Methods

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Occurs when an employeesjob functions and workcontent remain the samebecause of a lack ofpromotional opportunitieswithin the firm

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How to deal with plateauing

Lateral movement

implies internal movement of anemployee from one occupational areaor level to another, calling for adoption

of new skill, knowledge andcompetency, on the part of theemployee.

Job enrichment

addition to a job of tasks that increasethe amount of employee control orresponsibility.

Exploratory Career Development

gives an employee the opportunity to

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Special issues in Career development

Younger employers Do not treat them as child

Spend a lot of time early onwith younger employees

Do not assume that theyhave the same value witholder workers

Middle-age Employers Older Employers

Stages of Life Cycle

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Development

1. Create your own personalmission statement

2. Take responsibility for your owndirection and growth

3. Make enhancement your priority, rather than advancement

4. Talk to those positions to whichyou aspire and get suggestionson how to proceed

5. Set reasonable goals6. Make investment in yourself apriority

Advancement

1. Remember that performance inyour function is important, butinterpersonal performance iscritical

2. Set the right values andpriorities

3. Provide solutions not problems.4. Be a team player5. Be customer-oriented.

6. Act as if what youre doingmakes a difference