Dear Asawari,
I viewed your PowerPoint presentations, and I must say they were well presented and quite useful.
Some key issues to consider in career planning include:
Global competitive pressures, IT breakthroughs, heightened customer expectations, and other, sometimes discontinuous, events are transforming organizations and the nature of the employment contract.
Entrants to the labor market can no longer expect a stable career within the same organization throughout their working lives. It is now more common for individuals to work in multiple organizations and experience various ways of working. Therefore, it is crucial to manage one's own career effectively.
From an organizational perspective, assisting in managing the careers of employees is a critical aspect of personnel and development work. This involves considering and balancing:
- The aspirations and expectations of individual employees, who are increasingly aware of their marketability and vulnerability to market forces. They are conscious of the need to acquire and maintain a portfolio of transferable capabilities.
- The organization's need to secure its skills base, develop people's potential and commitment, and compete globally for knowledge workers and managerial talent.
- The growing concern among individuals about maintaining a work-life balance.
This standard focuses on the psychological and sociological factors influencing employee career decisions, as well as the strategic, managerial, and operational issues related to career management and development within organizations. It aims to help practitioners gain an understanding of careers and career management, and develop the necessary skills to manage both their own career and those of others.
Performance Indicators:
Operational Indicators:
Practitioners should be able to:
- Advise on integrating career management and advisory services with an organization's strategic direction.
- Demonstrate to key decision-makers the impact of career management and development on recruitment, retention, and commitment strategies.
- Provide guidance on current approaches to work and flexibility in employment contracts.
- Design, implement, and review internal processes for career development and succession planning.
- Identify career development patterns for individuals within organizations.
- Support individuals facing career changes.
- Communicate effectively about career-related changes within the organization.
- Ensure compliance with statutory and ethical requirements.
- Advise on organizational outplacement policies.
- Teach essential career management skills.
- Provide guidance on the use of psychometric tests and diagnostic tools.
- Handle emotional aspects of career management effectively.
Knowledge Indicators:
Practitioners must understand and explain:
- How economic, technological, political, and social environments impact employment contracts and individuals' careers.
- The alignment between individual career aspirations and organizational goals.
- External sources of support for career management.
- The benefits of professional career management for individuals, organizations, and communities.
- The dynamic nature of careers.
- The psychological impact of career continuity and discontinuity.
- Tools and techniques for career management assessment.
- The role of outplacement and support networks.
- Self-assessment and confidence-building.
- Different career development needs across diverse populations.
- Legal and ethical dimensions of career management.
- Evaluation mechanisms for career management effectiveness.
Careers Guidance and Counseling:
Approaches to help individuals clarify needs, set goals, and form action plans.
Exploring motivation and commitment differences.
Encouraging creativity.
Skills required for counseling, mentoring, and coaching.
Emotional aspects of career decisions.
Diagnostic and assessment tools.
Ethical principles and legal guidelines for career guidance.
I hope you find this information useful.
Cheers,
Prof. Lakshman