Continual Career Development for Managers

Career development is not just beneficial to the organisation. The impact it has on an employee is valuable as well. It allows for the employee to align career goals with personal goals.

Civilian personnel who are responsible for the corporate hiring of transitioning military personnel should educate themselves on veterans reintegration programs (Minnis, 2017). Civilian employment, human resource staff who desire to hire veterans should partner with military transitioning programs at job fairs, military workshops, and veteran conferences (Neill-Harris et al., 2007). Proper planning will create a smoother transition for civilian counselors to play a significant role in supporting the service member challenges during their transition to the civilian employment (Minnis,

Inside any successful organization, there will be strong training and career development programs and systems. To recognize strong training and career development programs, one should know the: definition, methods, successes, HRM involvement, and their own wants and needs. To clarify understanding of these, the following will be described in detail: training and development by definition and how they fit into most organizations; the various methods used to train and promote career development; the direct correlation to organizational growth and success from training and development; the

This committee is proposing a series of strategies to reduce turnover and bring in a motivating environment. One of the strategies we are proposing is the implementation of opportunities for development and growth. Some of the ways this strategy can be accomplished is by creating an individual development plan, providing performance metrics, providing opportunities outside of the job function, giving constructive feedback, removing barriers, linking to a professional network, outlaying resources and setting the example for employees to feel comfortable and have an open relationship with their manager and company. Managers need to sit down with the employee and discuss individual interests and career goals. This is a great way of bonding with

An assessment center is “a variety of testing techniques designed to allow candidates [or current employees] to demonstrate, under standardized conditions, the skills and abilities that are most essential for success in a given job” (qtd. in Coleman 3). Typical assessment center techniques include tests, structured interviews, in-basket exercises, leaderless group discussions, role plays, case studies, presentations, and writing samples (Campion 2014). The results of these techniques can be used for multiple human resource functions, including selection, placement, promotion, development, identifying early managerial talent, and managing succession (Gaugler et al. 493, Thornton III and Byham 3, Spychalski et al. 71). In addition, assessment centers can help organizations detect organizational deficiencies, inefficient procedures, and training deficiencies (Hale 18). The versatile nature of assessment centers makes them a beneficial tool for human resource management.

Another practice that helps to achieve career growth and development is offering training opportunities for the employees. The employees are offered benefits that help them to further their education and achieve higher qualifications. This is a strategy which helps to increase the skills, qualifications and competence of the employees. In this way, the staff are at a better position to gain promotions within the organization as education qualification is not a barrier for them. The employees become motivated as they become more competitive in the market which is good for their career (Branham, 2012).

The fourth chapter then deals with the task of actually trying to improve corporate training and assessment programs. The challenge here is to find a way to determine which current or potential employees have the necessary skills to succeed in an organization. As mentioned before, these skills are not easy to measure and so assessing employees is not easy and the recommended steps are only guidelines to help in this process.

After becoming involved with several organizations serving the Post-9/11 Combat Veteran population, I have become increasingly aware of fellow veterans’ desires to continue to lead upon returning from the battlefield. After numerous deployments in support of multiple campaigns, these men and women transition from the military with valuable leadership training and experience that the private sector can benefit from. This skill set of leadership intangibles, including strategic personnel management, adaptability, and problem solving, are simply too expensive and time consuming for most tightly budgeted organizations to properly train

Through knowledge of force development programs and education and training initiatives from working in the Force Development Division, I have provided many employees of different grade levels with pertinent information on how to develop a personal plan for career growth within the DoD AF and take advantage of resources available to them. As a lifelong proponent of education and learning who tutored K5 – HS age for fourteen years, I have a strong appreciation for good education, motivating and mentoring. This includes not only providing instruction when needed but enabling others to succeed in their personal and professional goals by providing resources and introductions to friends who are part of my network for visibility and other resources

Management has been tasked to develop a performance and management program that will provide new employees with resources to advancement opportunities with InterClean. Not only will the development of the Career Management Plan (CMP) provide a sense of job-security, but a sense of achievement and employee loyalty.

Companies no longer hire people out of high school or college and provide them with career security for the rest of their life. In some ways, career management has become an independent enterprise, something of a sole proprietorship, or as a recent book reflected in its title, “You Incorporated”. This trend is a clear indication that you must take full responsibility for your life-long career success and satisfaction. Thus, as with any successful business, individual career management should follow the same process that successful organizations use in

Career progression is the aim for most workers, but career development is not something most of us think regularly. But without proper understanding of what we want from our career and how we can achieve our goals quicker, we can quickly end up dissatisfied with our jobs.

This lesson mainly addressed aspects related to career development. This lesson encourages students to discover their academic and personal strengths, their skillsets, and their interests. Students then take those concepts and apply them to career exploration. They are able to link their strengths, preferences, and abilities to potential future career paths. Some of the specific aspects of career development that I addressed include applying planning and career exploration in setting and obtaining lifelong career goals, applying necessary skills for career readiness and success, and teaching students where and how to obtain information about post-secondary options. In this lesson students are encouraged to apply decision making skills to place different careers into the appropriate career fields. In doing so, they are also encouraged to begin thinking about careers that are of interest to them and what career goals they have for themselves. They will be given resources in order to continue career exploration outside of the classroom. While I do not expect sixth graders to fully decide their career path, it is my firm belief that it is never too early to get students thinking about careers and having them set goals in order to obtain the career and future that they desire. I also believe that this unit touches on social and emotional development as well as academic development. This lesson allows the student to collaborate with one another and work in groups as well as in pairs. This promotes relationship building and teamwork. It also allows students to take an inventory of their personal strengths and skillsets. This could boost self-esteem and promotes a sense of self-awareness. Lastly, this unit also encompasses academic development. Students will understand that good grades and academic success are key elements to obtaining the career that they wish to have. By being academically successful, this will allow them greater options and opportunity post high school graduation.

As envisaged right from the beginning, Career Dynamics in the 21st Century was meant to help readers to either avoid scarcity mentality or help them embrace the desirable abundance mentality. Once a critical mass of individuals is driven by the latter, it is possible to synergize and create great teams, great organizations and eventually a great country. Consequently, is Career Dynamics in the 21st Century performing as desired?

There comes a time in life where individuals have to leave school to join the world of work whereby they will work their way up to the top. This is where career development comes into place. Career development is defined as progress through various stages in a career (Schreuder & Coetzee,2011). These are stages one goes through in order to mature in a career and for development to even exist, one has to start with making a career choice then developing it .A career choice can be defined as the relation between people’s personality types and their different occupational environment in which they work in.