Career
Planning
Career
planning involves the identification of areas of interest, career values and
the preference of individuals with regards to the possessed skills. Krumboltz
et al. (1965) argues that a career planner should explore the available career
options to make the most appropriate career choice as per the personal
circumstances. After a career choice has been made, there is a need for a
continuous fine-tuning of work plans and the options available for career
advancement. This eases the career management process, leading to a successful
adoption of the necessary changes at the workplace.
A
successful career planning outcome should include a life-work balance,
fulfillment of personal needs, financial security and achievement of set goals
and objectives. On the other hand, a career involves all the employment types
including skilled and semi-skilled employment or those that require
professional qualifications. In the modern times, career is restricted to
commitment and specialization to a single business skill, profession or a
business entity. This enables the workforce to earn skills in a specialized
area, hence ensuring career efficiency. However, most international firms are
adopting a career structure that incorporates the implementation of radical
changes or modification in the recruitment process for a foreseeable future.
Career Planning Classification System
I.
Development of Overall Objectives and
Goals
A
successful career planner should set up the goals for the career planning
process. Failure to do so will result in uncertainty regarding the outcome of
the intended plan. Besides, the career objectives offer a step-by-step guidance
to the planner, leading the goals’ gradual achievement. In the long run, the
documented goals and objective will assist in the mapping out of strategies to
combat career challenges that can ensue in the course of their implementation.
II.
Development of a Career Planning
Strategy
A
career planning strategy refers to the means to achieve the set objectives. As
such, the career planner should come up with ingenious ways to implement the
career objectives. A wide consultation with the career experts will ease the
development of a career planning strategy. If the strategy proves dysfunctional
at the initial stages if implementation, modifications should be made to avoid
the wastage of time and resources (Schein, 2004).
III.
Development of Strategy Implementation
Means
The
means to implement a career planning strategy are imperative for a successful
career. They include the policies that provide guidance to the planners.
Besides, managers should lay down rules and regulations to be observed during
the process to avoid the cases of diversion from the intended objectives.
Procedures used by successful career planners in other organizations should be
adopted as well.
IV.
Progress Evaluation
Strategies
should not be rigid. For career planning to be successful, the planner should
conduct a constant evaluation of the implementation of strategies. This way,
the progress can be analyzed and the necessary modifications can be introduced.
If there is an indication that the strategies are ineffective, the entire
process can be overhauled to avert future career crises.
Career Goals
A
formal career planning process should be initiated by setting up goals and
objectives. The goals should be specifics to the needs of the individuals or an
organization. It is true that setting the goals is hectic and time-consuming,
especially if the planner lacks proper knowledge of the available career
opportunities. Besides, there is need of complete awareness of unique talents
and personal abilities.
Career
assessment utilization is critical in the identification of career paths and
opportunities resonating with an individual. The career assessments range from
informal to the lengthy and in-depth formal assessments. However, what is
important is the need for periodic evaluation for the chosen mode of career
assessment.
Types of Career Goals
A
career planner should understand the types of career goals before making
decisions. In fact, the chosen time for the achievement of selected objectives
and goals (short, medium and long-term goals) influences the formulation
process.
a.
Short-Term Goals
These
are the career planning goals that are set for implementation within two years.
The scope of career goals is limited. They should be detailed and specified as
well. They can easily be formulated, but the career planner should ensure that
they are realistic and related to the long-term career goals.
b.
Intermediate Goals
These
goals are in sharp contrast to the short-term goals in terms of specification
and time span. Intermediate goals are set for implementation for up to 20
years. They are less specified and
open-ended for modifications if needed. Together with long-term goals, sheer
determination, and additional career management skills are required for successful
implementation. Given the future uncertainties, the formulation of these goals
is not an easy feat (Abele & Spurk, 2009).
c.
Long-Term Goals
To
formulate long-term career goals, a detailed knowledge and experience regarding
the potential opportunities and career pitfalls is needed. Most career planners
lack the experience and skills. Therefore, they can hardly formulate long-term
goals that can be implemented successfully. It should be noted that the
long-term goals should take more than 20 years to be achieved.
Elements
of Career Planning
Elements
of career planning include the following:
a. Career
Choices and Decision Making
Decision
making should be a traditional focus of intervention to careers. The nature of
work is evolving rapidly in line with the global transformations. Therefore, it
is important for an individual to revisit the decision-making process more
frequently at the present than they did in the past.
b. Organizational
Career Management
There
are growing concerns regarding the career planning and management tasks in the
workplace. Such concerns include the life-stage transition, how to handle
career stress and decision making. Knowledge of these concerns earns the career
planner an edge in the objective implementation course.
c. Concern
for Careers with no Boundaries
The
need for career efficiency demands acquisition of extra skills to increase the
chances of career development beyond the boundaries of a particular
organization or a business sector. The bustling global population and the
economic turmoil make it harder to implement career goals in a single
organization. Layoffs are a common occurrence in the present-day workplace than
in the past (Hansen , 1996).
d. Personal
Development Control
The
human resource managers are increasingly becoming less responsible. Thus, the
employees are required to take full control of their career development. It is
the only way they can enhance and maintain their employability.
The importance of Career Planning
Career
planning offers a direction as it clarifies the future of an individual's
career. It creates awareness of personal strengths and weaknesses. Also, an
individual learns about the personal skills, knowledge and talent needed for
the achievement of future career goals. It takes a significant life portion for
an individual to achieve their career goals (Zikic & Klehe, 2006). Thus,
concrete steps should be taken to ensure that correct career planning is
executed. The majority of people have no idea of their life needs, making it
important to set up plans. Therefore, career planning offers a true meaning to
life.
Career
Planning Process
Career
planning process is also referred to as the career development stages. It is a
five-stage process that helps in making future decisions with regards to
career. They include self-assessment, self-development and research on
self-development. Setting up the next course of action is also critical in the
career planning process.
According
to Lenz et al. (2000), self-assessment involves the analysis of personal
skills, the career potential, and strengths. The step incorporates the drafting
of future plans which is necessary for the finalization of the chosen career
path. Secondly, the self-development stage involves fixing the loopholes
identified in the self-assessment stage. It involves the determination of
skills and qualities necessary for the achievement of the personal aims.
Thirdly, intensive research should be conducted to determine the findings
related to the skills and career options that ensure excellence. Fourthly, the
action plan should be set up for implementation in the last stage.
Conclusion
Career
planning requires a deeper understanding of the personal potential,
capabilities, talents, and weaknesses. Before making a career decision, an
individual has to consider all these factors. Besides, a long-term career plan
should be modified to suit the career changes. Regular assessment of the career
achievements is also necessary for the determination of the next course of
action. Consultation with career experts eliminates the chances of failure
during the execution of a career plan.
References
Abele, A. E.
Krumboltz, J.
D. , & Schroeder, W. W.
Lenz, J.
G. , Sampson , J., & Peterson , G.
W. Pacific
Grove , CA
Schein, E. H. San Diego
Zikic, J., & Klehe, U. C. (2006). Job loss
as a Blessing in Disguise: The Role of Career Exploration and Career Planning
in Predicting Reemployment Quality.Journal of Vocational Behavior, 69(3), 102-108.
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