GROUP 5v TOPIC:

CAREER AND DEVELOPMENT PLANING

Introduction
A career and development planing is a writen list or plan of a short or
long- term goal that employee have partain to their current and future
jobs. the career development plans are usually optional but they should be
recomended to all employees so that their short-term growth and
development objectives are aligned and surpported by thier manager or
suppervisors andb thier long- term career expectation are realistic. thus:
A career is a path you choose to take in order to achieve your
proffesional goal and aspiration.
Development planing is the process of creating a startegic plan to
achieve a measurable goal to support your career.

Format for career development plan.

a. Self assessment: this provide an opportunity to reflect on, and

evaluate your own work. Reflecting on your experience, skill’s,
and achievement to identify area for improvement, development
and growth.
E.g asking yourself questions like:
- what are my strength, weakness.
- what is my passion and interest.
- what skill do I need to develop.
- what are my career goal setting. Then:
 Identifying the strength and weakness of your work.
 Recognizing what you need to do to improve your work.
 Identifying how to apply what you learned for future work.
b. Career awareness: the ability to identify, articulate, and develop
one’s skills, strength, interest, education, and experience that is
needed for personal and professional success. Accessing your level
of competency.
c. Goal setting: the process of taking active action, action plan, or
strategic to plan your desired outcome. Or effective goal setting is
the process of establishing a SMART goal approach to achieve
personal and professional success.
Types of goal setting
 Short-term goal setting ( 6 months - 1 year)
 Mid-term goal ( 2- 5 year’s)
 Long-term goal (life professional)
 Educational goal
  Financial goal
 Career goal
 Personal goal
 Organizational goal. Etc.

d. Skill training: the process of developing specific ability,

competence, and techniques required for effective performance.
E.g
 Technical skills ( programming, data analysis, graphic)
 Leadership skills. (Strategic thinking, decision making,
mentoring.
 Digital skill (social media, marketing, cyber security)
 Language skill ( English, Spanish etc)
e. Performance appraisal: is the systematic process to access
employees job performance and provide feedback. On Their
strength and weakness and area of improvement.
Method of performance Appraisal
 Rating scale’s it could be 1-5
 Behavioural
 Performance standard
 Management objective
 Types of performance appraisal
- Annual review ( yearly evaluation)
- Quarterly review ( regularly every quarter)
- 360-degree feed base. (Multiple sources, customers,
peer’s, supervisor)
- Peer review ( colleagues and peer’s.

purpose of a career development planning.

1. skill developent: the peocess of acquiring, improving, and refining

skill and competances to enhance performance. e.g
a. Technical skills. ( programming, data analysis)
b. Creative skills. (writing, design, and art)
c. Business skills.(marketing, finance, and management)
d. Soft skills (communication, team work, and leadership)

2. building confident : this involve developing a possitive self

perceptions, overcoming your doubt, and activating a growth mindset.

3. Roadmap for future: seting a (SMART) clear goal.

4. personal fulfilment : a state of being contented, satisfied, and happy
with life, achievement and experience. i.e feeling fulfilled, pleased,and
over well-being.

5. flexibility & adaptabilty: Flexibility is being open to new ideas and

perspectives. i.e willingness to adjust to plan and approach as needed.
Adaptability: is the capacity to learn quickly and adjust to new situation,
challenges or enviroment.

6. career advancement: the progress and growth of an individual in the

proffesional life.
such as:
- promotion
- new roles and responsibility
- skills development
-Leadership possition
- Educational and certification.
7. networking : The process of building and maintaining relationship
with people in your industries to exchange resources, ideas and support.

8. job satisfaction: refer to a possitive meaningfull, purposefull, felling

and attitude individual has towards their job.

PROCESS FOR SUPPORTING YOUR EMPLOYEES CAREER

DEVELOPMEMT PLAN.

1. Establish career, i.e

- identifying your passion , values, skills and strength.
- set a specific SMART career goal.
- build relationship with professionals
- acquire knowledge through education and certification.

2. Regular career conversation, i.e hold one-on-one meeting with

employees to discuss thier career , goals, aspiration, and development
needs.

3. Training and Development programms. i.e offer relevant training ,

workshop, and conference ro enhance employees skills and knowledge.

4. Mentorship, i.e pair employees with experience mentors who can

provide guidance, support and valuable insight.
5. Coaching: provide regular coaching sessions to help employees
overcome challenges and achieve their goals.

6. Feedback and Evaluation: regulary provide constructive feedback and

evaluation ro help employees track their progress.

7. Celebrating success. i.e motivating individuals or team and promoting

a possitive and supportive culture. such as:
- Recognized and rewards
- personalized acknowledgment
- team celebration
- leadership acknowledgment.
to boost morals and motivation among the employees.

8. Setting a clear career goal objective (SMART)

S= specific
M= measurable
A= Attainable
R= Relevant
T= Time-base

APPROACHES TO EMPLOYEE CAREER DEVELOPMENT

PLAN.

1. Coaching: this help individual achieve their personal and proffesional

goal by providing guidance, support and accountability. through:
- Active listening
- Ask powerfull question to clearify goals and identify obstacles.
- Provide constructive feedback
- Support and encouragement

2. Mentoring: this is a relationship between an experienced person

(mentee) when the mentor provide guidance, support and values.

3. Traditional: classroom-styles, workshop and conference. such as

- Apprenticeships i.e on-the-job training.

4. Training : this play a vital component in employee development that

enhance skills, knowledge, and performance such as:
- on boarding ( new employee orientation/trainibg)
- soft skills training ( communication, teamwork,and leadership)
- E-leaening ( online course and module
- on-the-job (pratical experience on learning to:
* improve performance
* better decission making
* boost confidence
* personal and professional growth.

5. Education: this is vital aspect of personal and proffesional

development enabling an individual to acquire knowledge , skills, and
competences, such as
- formal education. ( Degree peogramms, associate bachelors, master,
doctoral)
- informal education. ( non- degree programms, certificate, workshop,
training)
- continuing education. ( ongoing learning for proffesionals
- Online education. (e-learning platform)

6. job rotation: another way of career development plan as it:

- broadened skill set,
- increase job satisfaction
- networking opportunities

7. performance feedback: providing employee with insigth into thier job

perfomance, highligthing the strength, weakness and setting goals for
improvement.

HR'S ROLES IN EMPLOYEES CAREER AND DEVELOPMENT

PLANING.

the following amongs others are the human resource roles in employees
career and development planing
1. Training
2. mentoring
3. Career development
4. Self discovery/awareness
4. Recruitment
6. job analysis, discription and specification
7. Consultant

GUIDELINE FOR EFFECTIVE EMPLOYEE DEVELOPMENT

PLAN.

1. identifying your strenght and weakness: understanding each employees

skills and the development they need.
2. Align with business objectives: develope employee in area that will
benefits organization.
3. Set clear goal and expectations: established SMART goal.
4. fooster supportive work environment: encourage collaboration,
teamwork, and knowledge sharing.
5. Evaluate and adjust: Regularly assess the effectiveness of employee
development programs and make adjustment as needed.
6. Stay up-to-date with industry and market trends: ensure employees
skills are current and relevant.
7. make it a continuous process: employees development should be an
ongoing process and not a one-time event.

CHALLENGES IN EMPLOYEES DEVELOPMENT PLANING.

1. Resistance to changes and learning

2. Insuficient support from management.
3. limited availabilty of training programms
4. overcoming biases and stereotypes
5. managing workload and time constraints
6. lack of resources (time, budget,personal)
7. limited oppurtunity for growth and advance.
8. difficulty in identifying development need.

BENEFITS OF EMPLOYEES DEVELOPMENT PLANING

1. improve performace
2. enhance skill and knowledge.
3. increase job satisfaction
4. enhance inovation and creativity
5. increase productivity and effeciency
6. competitive advantage in market.
7. increase leadership managment skills.
8. improved communication and team work.
9. better career advancement oppurtunity
10. improve customers satisfaction.

REFERENCES
- "The Publication Manual of the American Psychological Association"
by the American Psychological Association (2020)
- "The Journal of General Psychology" by M. Sobol, A. Przepiórka, M.
Meisner, and P. Kuppens (2021)
- "Cultural Anthropology" by Kamari M. Clarke (2013)
- "The Handbook of Career Development" by Mark L. Savickas
- "Career Development and Counseling: Putting Theory and Research to
Work" by Steven D. Brown and Robert W. Lent
- "Career Development: A Human Resource Development Perspective"
by Chilton F. Griffin
- "Career Development and Planning: A Comprehensive Approach" by
Gary L. Gottfredson
- "The Career Development Quarterly" by the National Career
Development Association