It also equips employees by providing information regarding job requirements, compensation opportunities, development resources, and alternative career paths. Career Management: Career planning is for the purpose of career management which is considered as the process with which individuals make informed decisions and choices regarding their work lives (Greenhaus, Callanan & Kaplan, 2010)
The capability of self-learning is based on the fact that people learn better when they are in control of the learning condition. Career Preparation: Career preparation has largely been considered as a significant developmental task whose successful performance improves personal growth, social adjustment, and future welfare (Koivisto, Vinokur & Vuori, 2011, p
According to the findings of previous research, people with the most effective careers are involved in extensive career planning. The establishment and development of these effective careers is largely attributed to the significance of career planning in managing a person's career path (Lee, 2002, p
However, in today's protean careers, employees assume greater responsibilities for their personal development while experiencing job rotation and sharing as well as developmental assignments. This has resulted in the decline of expectations for upward, linear career development throughout the planning process (Lyon & Kirby, 2000, p
Based on the new career patterns, employee development necessitates the provision of opportunities that promote the identification of an employee's interests and the strengths and weaknesses of their skills. Additionally, the new career patterns require suitable development programs and experiences, which involve job relationships, experiences, and formal courses (Noe et
This is because employers, particularly graduate employers, seek for a series of transferable skills and qualities that individuals should demonstrate in the selection processes. Since transferable skills and qualities are pertinent to both employers and other stakeholders, they play an important role in career management (Stewart & Knowles, 2001)
As a result, there is need to develop strategies that are geared toward integration with the increasingly changing work environment. The changing nature of working environment has resulted in challenges on international careers that require relevant career planning, career guidance and support practices (Suutari, 2003, p
Equipping Employees: Career planning, particularly through programs organized by an organization, is for the purpose of equipping employees to take advantage of the available career development systems. Such programs provide opportunities that demonstrate the link between personal plans and performance reviews, incentives, compensation and training and development (Walker, n
Need for Self-assessment: In order to have a meaningful career, individuals are now faced with the need for self-assessment and personal career planning. Without this self-assessment and personal career planning, individuals will largely be used as means for organizational ends (Yeager & Leider, p
However, this process should enable workers and managers to be aware of personal and organizational needs. They also need to consider the increasingly changing work environment and any necessary personal changes when establishing their career goals (Zajas & Zajas, 1994, p
Self-assessment narrows down to processes that involve evaluation of the skills, potential, strengths, and ability to meet career goals. An individual does assessments and the analyses form the basis for drafting plans keeping in mind the strengths and weaknesses (Gibbons, Borders, Wiles & Davis, 2006)
With the career supervisor, the adolescent male can ably decide on short-term (1 year) against 2-5 years (medium-term) goals that fit the individual, the position, and the entire organization. The adolescent can discuss long-range (above five years) career objectives for working towards achieving them in current engagements (Gore, Kadish & Aseltine, 2013)
For purposes of developing skill and improving respective competencies in different areas, it is important to practice various elements learned while presenting opportunities of building competencies. The group can collectively decide on the milestones of progress to success in acquiring skills, as well as target completion dates at each of the milestones (Jacobson & Mitchell, 2007)
The period ends with well-written action steps that are necessary for completion of respective activities. The process of informational interviewing provides details on work and ideal settings while offering additional insight to diverse careers (Lehr, 2006)
The career supervisor can enhance the 16-year-old awareness and understanding of the needs and technology changes of organizations. Other variables worth noting include expected turnover and program plans (Santrock, 2012)
Researchers have concluded that self-assessment helps in the management of time and planning of the daily duties. This is necessary according to Gray, Rowe & Barnes, (2014), as nurses tend to function in environments that are often complex and demanding as well as a time consuming (Gray, Rowe & Barnes, 2014)
According to Katsikitis et al., (2013), the continuous process of self-assessment and goal setting by an individual is termed as career planning (Katsikitis et al
Therefore researchers like Y. Kowitlawakul, (2013) recommend the proper marketing of an individual to attaining a permanent position in a competitive environment (Kowitlawakul, 2013)
The above process is also part of the recommendations that are made through the standard 4.2 of the national competency standards for the registered nurses (Wendt & Kenny, 2007)