CAREER DESIGN

AND CAREER DEVELOPMENT

Career Design and Skills

MSc. TRAN HONG HANH

VJCC Institute, Foreign Trade University
[email protected]
 Session Review

(1)Why we need to discover and understand

ourselves?
(2)Steps to discover ourselves
(3)Self-analysis and tools for analysing ourselves
 Outcomes

(1)What is career design and career development?

(2)What are factors influencing career design and
career development?
(3)PDCA cycle of career design
(4)Useful theories and tools for career design
What jobs can be done?

PSYCHOLOGY
 What jobs can be done?

HR
Department
/ Division

Hospitals &
NGOs
Clinics

PSYCHOLOGY

Educational
psychologica Psychologist
l consultant

Military
 What jobs can be done?

Digital marketing specialist

Digital product
manager
E-commerce
manager DIGITAL
BUSINESS

Social media
manager
Data specialist
 What is Career?

Career

A career is a sequence of work related positions occupied by a

person during a lifetime

Definition

A sequence of jobs that constitute what a

person does for living
(Schermerhorn: 2002)
 What is Career?

Career path for Digital

Marketing Specialist
 What is Career?

Career path for

Project Managers
 What is Career?

Career Path

A chart showing the possible directions and career opportunities

available in an organization

Career Plateau

A position from which someone is unlikely to move

to a higher level of work responsibility
 What is Career?
Career Planning

“Career planning is a process of systematically

matching career goals and individual capabilities
with opportunities for their fulfillment”
(Schemerhorn et al, 2003)

“Career planning is a process of enhancing an

employee’s future value”
(Schwind et al, 2003)
How to find the right career and plan your
career path?

How to Choose the Right Career Path in 7 Simple Steps (youtube.com)

 Career Planning

Organizational needs Individual needs

Strategic Operational Personal Professional

● Current competencies ● Employee turnover

● Future competencies ● Absenteeism ● Tenure ● Career stage
● Market changes ● Talent management ● Family issues ● Education and training
● Joint venture ● Productivity ● Mobility ● Promotions aspiration
● Innovation ● Quality ● Spouse’s job ● Performance potential
● Growth ● Outsourcing ● Other interest ● Current career path
● Restructuring

Matching career needs of organizational and individual

 Characteristics of Career Planning

● Career planning is an ongoing process

● It develops and shares a personal life career diagram/ model/ timeline
● It defines life career, abilities, and interest of employees
● It describes various roles an individual may have as a part of his life career
● It strengthens work related activities in the organization

The basic proposition of psychology: We human beings take actions in

order to satisfy higher level of our needs/ desire linking to our value
The basic proposition of psychology: We human beings take actions in order
to satisfy higher level of our needs/ desire linking to our value

How can we integrate PDCA cycle into Career Planning?

 How can we integrate PDCA cycle into Career Planning?
• Set goals: Define your short-term and long-term career objectives. Consider what roles you
want to achieve, skills you need to develop, and timelines for your goals
• Research: Investigate the job market, identify potential career paths, and understand the
PLAN
skills required for each role. Gather information on industry trends and opportunities
• Create an action plan: Outline the steps needed to achieve your goals, such as pursuing
education, certifications, networking, or gaining experience
• Implement Your Plan: Start taking the steps you outlined. This could involve enrolling in
courses, applying for internships, attending networking events, or starting a personal project.
DO
• Gain Experience: Actively seek out opportunities that align with your goals, such as
internships or part-time jobs, to develop your skills and build your resume.
• Evaluate Progress: Regularly assess your progress toward your career goals. Are you gaining
the skills and experience you intended? Are you on track with your timelines?
CHECK • Gather Feedback: Seek feedback from mentors, peers, or supervisors. Reflect on what is
working well and what challenges you are facing.
• Adjust Your Plan: Based on your evaluations, make necessary adjustments to your career
plan. This might involve setting new goals, changing your strategies, or pursuing additional
ACT training.
• Celebrate Achievements: Recognize and celebrate your successes, no matter how small. This
helps maintain motivation and confidence.
 The basic proposition of psychology: We human beings take actions in order
to satisfy higher level of our needs/ desire linking to our value

We need to turn the PDCA cycle of career design so that we can recognize öur
needs/ desire and satisfy these “through study/ work as a member of university/
society”

● Step 1: PLAN - Plan the goals of career design and actions

● Step 2: DO - Implement action plan: study, circle
activities,...
● Step 3: CHECK - Check the progress of action plant: test,
review, presentation,...
● Step 4: ACTION - Improvement in case of the delay of
schedule, or other reasons
 The basic proposition of psychology: We human beings take actions in order
to satisfy higher level of our needs/ desire linking to our value

1st grade 2nd grade 3rd grade 4th grade

Career Goals

Action Plans

Achievement &
Feedbacks
Theories and Tools for Career Design
1. Maslow’s hierarchy of needs

● Maslow’s hierarchy of needs is a motivational

theory (1954) in psychology comprising a five tier
model of human needs, often depicted as
hierarchy levels within a pyramid
○ Physiological (survival) needs
○ Safety needs
○ Belongingness and love needs
○ Self-esteem needs
○ Self-actualization needs
Theories and Tools for Career Design
● Maslow stated that people are
motivated to achieve certain needs,
and after satisfied these needs,
then shift to higher level of needs.

How to apply Maslow’s Hierarchy to

Career Design?
 Group Work #01

Choose a job position, reflect the job role and create an action plan
by using Maslow’s Hierarchy
Group Work #01: A tailored approach to career design for a digital marketing specialist
Pursue continuous growth and fulfillment in your career as a digital marketing specialist
• Stay updated with industry trends though courses, webinars, certifications,…
Self • Take on challenge projects that push your limits and enhance your skills
actualization
• Set long-term career goals & create a roadmap to achive them
Develop a sense of accomplishment and confidence in your skills
Esteem • Set achievable academic and career goals
needs • Work on personal projects to showcase your skills (blog or social media campaign)
• Seek feedback from peers and mentors to enhance skills and build confidence
Build relationships and networks within the digital marketing community
Love and • Join mareting clubs, organizations or forums
belongingness • Attend industry events, workshops, or seminars to meet professionals and peers
• Seek out mentorship opportunities with experienced digital marketers
Establish a secure environment for learning and professional growth
Safety • Pursue health insurance or wellness programs available through your university
needs
• Create a study schedule that balances coursework and professional time to reduce
stress

Physiological Stable housing, food and health allows you to focus on studies and career goals
needs • Create a budget to manage expenses
• Consider part-time work or internships that provide flexibility
Group Work #01: A tailored approach to career design for a digital marketing specialist

Action Plan Timeline

YEAR 1 - YEAR 2 - YEAR 3 - YEAR 4 -

FOUNDATION DEVELOPMENT SPECIALIZATION TRANSITION
• Focus on basic • Gain experience • Identify specific • Apply for entry-
needs through interships areas of interest level positions or
• Explore digital or volunteer work (e.g., SEO, content internships in
marketing through • Start personal marketing) digital marketing
courses and clubs projects to apply • Pursue relevant • Polish your resume
• Build a support learned skills certifications and and online
network with peers • Attend workshops advanced courses portfolio
and networking • Seek mentorship • Network actively to
event from industry secure job
professionals. opportunities post-
graduation.
● Self perception: take a few minutes to write down 3-5
adjectives that describe yourself
● Pair up:
▪ Suggest 2-3 adjectives you believe describe
your partner
▪ Share your adjectives with each other
è Reflection and group discussion:
(1) What did you learn about yourself?
(2) How did it feel to hear how others perceive you?
(3) How can this exercise help you in future interactions?
 2. Johari’s window

What is Johari’s window

● Johari’s window is the idea advocated by J.Luft and H. Ingam. It is a way to know ourself from the
information others recognize us, and there are 4 windows.
○ O - Open window: Public
Known to self & Known to others
○ H - Hidden window: Private
Known to self & Unknown to others
○ B - Blind window: Blind spot
Unknown to self & Known to others
○ U - Unknown window: Unknown
Unknown to self & Unknown to others
What needs to be expanded?
● For expanding O (Open window)
○ Decrease H (HIdden window) by disclosure
○ Decrease B (Blind spot) by feedback
○ Decrease U (Unknown window) by coaching
The Johari Window is a valuable tool for building self-awareness and enhancing
communication. Its importance lies in the following aspects:
• Self-Reflection: By identifying known and unknown traits, individuals gain insights
into their behaviors and motivations, fostering personal growth.
• Feedback Mechanism: Encouraging feedback from others helps individuals
discover their blind spots, leading to a more accurate self-perception and improved
interpersonal relationships.
• Trust and Openness: Sharing personal attributes and receiving feedback promotes
a culture of trust and openness, enhancing collaboration and team dynamics.
• Improved Communication: Understanding oneself and others leads to clearer
communication, reducing misunderstandings and fostering stronger connections.
• Personal Development: Regularly using the Johari Window can help individuals
set goals for personal and professional development, making them more effective in
their interactions.
3. Career Anchor

What is Career Anchor

● The concept of the Career Anchor
was introduced by Edgar Schein and
the central concept of this theory is
“Self-concept”
● Career anchor refer to the most
important values and desires for
designing your career
● If an employee is not aware of his/
her career anchors, he/she could
land-up in a work situation in which What might be
anchors during
he/she lacks job satisfaction
your university life
● As an individual is likely to make or work?
job selections that are consistent
with his/her self image, career
anchors can serve as a basis for
career choices.
 What are typical career anchors?
Career Anchors Meaning

Anchor Technical/ Functional These kind of people like being good at something and work to become a guru or expert. They like to be
1 Competence (TF) challenged and the used their skills to meet the challenge, doing the job properly and better than almost
anyone else.

Anchor General Managerial These people want to be managers. They like problem solving and dealing with other people. They thrive on
2 Competence (GM) responsibility to be successful, and they also need emotional competence.

Anchor Autonomy/ Independence These people have a primary need to work under their own rules and regulations. They avoid standards
3 (AU) and prefer to work alone.

Anchor Security/ Stability (SE) These people seek stability and continuity as primary factors of their lives. They avoid risk and are generally
4 “lifers” in their job.

Anchor Entrepreneurial Creativity These people like to invent things, be creative and to run their own businesses. They differ from those
5 (EC) who seek autonomy. They find ownership very important. They get easily bored. For them, wealth is a sign of
success.

Anchor Sense of service, Service oriented people are driven more by how they can help other people by using their talents. They
6 Dedication to a Cause (SV) may work in public services or in areas such as human resources.

Anchor Pure Challenge (PC) People driven by challenge seek constant stimulation and difficult problems that they can tackle. Such
7 people change jobs when the current one gets boring, and their career can be varied.

Anchor Lifestyle (LS) People are keen to integrate the needs of the self, the family and the career. They seek flexibility and an
8 organization which understands their desire for balance.
How to assess your career anchor

For each of the next forty items, rate how true that
item is for you in general by assigning a number from
1-6. The higher the number, the more that item is true
for you. For example, if the item says "I dream of being
the MD of a company" you would rate that as follows:
● "1" if the statement is never true for you.
● "2" or "3" if the statement is occasionally true for
you.
● "4" or "5" if the statement is often true for you.
● "6" if the statement is always true for you.
3. Holland's Making Vocational Choices

What is Holland's Making Vocational Choices

● The theory of vocational choices developed by John L. Holland is
one of the most widely researched and applied theories of career
design.
● Based on the premise that personality factors underlie career
choices, his theory postulates that people reflect self onto
occupational titles, and make career decisions from our
personality types.
What is Holland's
Making Vocational
Choices – RIASEC
● The theory clarifies our
suitable vocational
choices from our interests
or preferences and
personality such as:
(1) Enterprising
(2) Conventional
(3) Realistic
(4) Investigate
(5) Artistic
(6) Social
4. Transactional Analysis (TA)

What is Transactional Analysis?

● Transactional Analysis (TA) is a psychological framework that helps
individuals understand their interactions and communication
styles, which can significantly influence their career choices and
workplace relationships that was developed during the 1960s by Dr.
Eric Berne.
● TA posits three primary ego states: Parent, Adult, and Child.
Recognizing these states in yourself and others can inform your career
choices and professional interactions
Parent This state embodies authority, norms, and ● Controlling parents: strict, moral,
values. In a career context, it might influence authoritarian
your decision to take on leadership roles or ● Nurturing parents: gentle, nurture, care
mentoring positions

Adult This is the rational, problem-solving state. • Behavior and remarks like an mature adult
Cultivating your Adult state can help you make (logical, objective, rational)
informed career decisions based on data and è It’s crucial for problem-solving and career
objective analysis. planning

Child This state reflects your creativity, emotions, • FC: Behavior and remarks like a free child
and spontaneity. Embracing your Child state (free, creative, impulsive)
can lead to pursuing passions and innovative • LP: Behavior and remarks like a Little
career paths. Professor (skeptical, exploratory)
• AC: Behavior and remarks like a adaptive
child (adaptive, frank, dependent)

● Enhance team collaboration

● Manage conflicts
How to apply TA to Career Design?

● Self-Assessment: Reflect on your own ego states. Which ones dominate your work
interactions? How do they affect your career satisfaction?
● Goal Setting: Define career goals that align with your Adult state, ensuring they are
realistic and achievable. Consider how your Parent and Child states can support these
goals.

● Skill Development: Identify skills you need to enhance your Adult state for effective
decision-making and problem-solving in your career.
● Networking: Use TA to improve your networking skills by understanding the ego
states of others and adapting your communication style accordingly.
● Feedback and Reflection: Regularly seek feedback and reflect on your career
experiences to adjust your path based on the insights gained through TA.
5. Enneagram Analysis

What is Enneagram Analysis?

● The Enneagram is a powerful tool for
personal and collective transformation.
Stemming from the Greek words ennea
(nine) and grammos (a written symbol),
the nine-pointed Enneagram symbol
represents nine categories /strategies
for relating to our personality.

● The theory clarifies our “sense of

value” from 9 categories for searching
our suitable work/ job https://www.youtube.com/watc
h?v=6mJQ2yApAio&t=133s
Features of each category:
Suggested Career:
Suggested Career:
Suggested Career:
Suggested Career:
Suggested Career:
Suggested Career:
Suggested Career:
Suggested Career:
Suggested Career:
 Career Design and Development
● Career development is defined as the “outcomes of actions on career
design as viewed from both organizational and individual perspectives”
(Gutteridge)
● The organization will place importance on how its employees are
managing their respective careers, will take steps that provide
structure to the employees’ progress on their chosen career paths.
● From the viewpoint of the employee, career development is very
important, since it serves as a useful tool for them to obtain their
objectives, which could be anything from getting higher pay or
receiving incentives and bonuses, to achieving job flexibility and
satisfaction.
 Career Design and Development
According to Angelo J. Rivera, Career development is defined as “the
evolution or development of a career”, informed by the following:
(1) Experience within a specific field or interest
(2) Success at each stage of development
(3) Educational attainment commensurate with each increment stage
(4) Communications (the capacity to analytically reflect one’s suitability
for a job through the cover letter, resume, and/or the interview
process)
 1. Importance of career development

Organizations are becoming more serious about implementing career

development programs, because they want something that can address the
various human resource problems and personal issues that they encounter.
Specifically, career development helps in:
● The identification and forecasting manpower needs
● Ensuring a steady and continuous supply of qualified and talented workers
● Boosting employee motivation and job satisfaction
● Promoting equity in the workforce
● Increasing individual worker productivity
 2. Factors that influence career development

There are several factors that play when it comes to career development
Environment Factors link to career development

Internal factors • Personal traits and characteristics

• Skills and knowledgge: Competency
• Physical abilities
• ?
External factors • Social and economic factors
• Circumstances surrounding our life
• ?
 3. Process of career development

Super’s career development theory posits that there are five life stages in
career development.
 • Late Career: Remain productive in work, maintain
Stage 5: self esteem, prepare for effective retirement

• Mid Career: Reappraise early career and early

adulthood, reaffirm or modify goals, make choices
Stage 4 appropriate to middle adult years, remain productive

• Early Career: Learn job, learn organizational rules

and norms, fits into chosen occupation and
Stage 3: organization, increase competence, pursue goals

• Organizational Entry: Obtain job offers from desired

organizations, select appropriate job based on
Stage 2 complete and accurate information

• Preparation for work: Develop occupational self-

image, assess alternative occupations, develop initial
Stage 1 occupational choice, pursue necessary education
 Step 5:
• Late Career • Building relationships
Stage 5: • Continuous career development planning
• Setting new goals

Step 4: Skill Development

• Continuously develop yourself è Improve individual/ organizational
• Mid Career productivity
Stage 4 • 70 – 20 – 10 rule when it comes to develop your competitency
Step 3: Goal Setting
• Set a clear career goal – reflect what you really want in a career
• Early Career • Step 2 + 3 è Identify possible career directions
Stage 3: • Build a career development action plan
• A career vision statement

• Organizational Step 2: Career Awareness

Entry • Start looking for job opportunities & learning about career paths
Stage 2 • Which skills, knowledge, qualificatins are needed for the job?
• Opportunities to grow in different organizations

Step 1: Self-Assessment
• Preparation for • Assessing personality type, interests, values, skills, abilities to realize what
work
Stage 1 occupations will match skills, interests, preferences
Group Work: Career development process
CROSS SWOT STRATEGY IN CAREER DEVELOPMENT