Individual Career

Planning
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




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 standing
in 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
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
ONLINE CAREER
PLANNING
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 of
human resources
within and
among divisions
or geographic
locations
A demonstration
of tangible
commitment 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

The superior and subordinate jointly agree on career
planning and development activities

Some firms provide material specifically developed to
assist 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
Occurs when an employees
job functions and work
content remain the same
because of a lack of
promotional opportunities
within the firm
How to deal with plateauing
Lateral movement
implies internal movement of an
employee from one occupational area
or level to another, calling for adoption
of new skill, knowledge and
competency, on the part of the
employee.

Job enrichment
addition to a job of tasks that increase
the amount of employee control or
responsibility.

Exploratory Career Development
gives an employee the opportunity to
test ideas in another field without
committing to an actual move.

Special issues in Career development



Younger employers
Do not treat them as child
Spend a lot of time early on
with younger employees
Do not assume that they
have the same value with
older workers

Middle-age Employers
Older Employers

Stages of Life Cycle
Development
1. Create your own personal
mission statement
2. Take responsibility for your own
direction and growth
3. Make enhancement your priority
, rather than advancement
4. Talk to those positions to which
you aspire and get suggestions
on how to proceed
5. Set reasonable goals
6. Make investment in yourself a
priority
Advancement
1. Remember that performance in
your function is important, but
interpersonal performance is
critical
2. Set the right values and
priorities
3. Provide solutions not problems.
4. Be a team player
5. Be customer-oriented.
6. Act as if what youre doing
makes a difference