Home' Trinidad and Tobago Guardian : November 5th 2013 Contents A career development system
includes a variety of components for
use in the organisations. In order to
increase the efficiency of the system,
the HR mangers must have complete
knowledge about these tools since they
play a role of consultant when employ-
ees and supervisors use this system.
Plus, they are responsible for designing
and developing an effective career
development system for their organ-
isation. Some activities or components
are known as individual career planning
tools while some are used for organ-
isational career management.
To achieve greater efficiency, most
organisations use a right combination
of both types of activities. Let us
understand these tools and activities
to learn in-depth about career devel-
• Self Assessment Tools: This is the
first technique that is widely used by
organisations in their efforts to career
management of their employees. This
is a career exploration tool where indi-
viduals complete self-assessment exer-
cises and fill information about their
skills, interests, competencies, work
attitudes and preferences, long and
short term goals and obstacles and
opportunities. The whole exercise helps
them understand their own desires
and aspirations and likes and dislikes.
• Career Planning Workshops: Once
employees are through their self-
assessment, they share their findings
with other individuals and their super-
visors in career-planning workshops.
It allows them to receive feedback from
others and check the reality of their
plans and aspirations. They may change
their plans if they find them unrealistic
and move in new direction.
• Individual Counseling: It is one
of the most common activities that
are undertaken by almost all people
developing organisations. Generally,
individual counseling is provided by
career development specialists, HR
specialists or life skills development
trainers. Some organisations hire them
from outside while some have their
own full fledged departments where
they recruit and hire trainers for full
time. It helps employees in under-
standing their own goals, making a
change in them if required and working
on improving their skills and compe-
• Organisational Assessment Pro-
grammes: Organisational assessment
programmes include tools and methods
for evaluating employees potential for
growth within the organisation. John-
son & Johnson is one company that
uses these programmes to assess the
careers of their employees and evaluate
their potential in order to facilitate the
staffing and development of special
Guardian www.guardian.co.tt Tuesday, November 5, 2013
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Career development has become primary activity
of organisations in order to create a pool of talented
employees as well as enhance their career satisfaction.
Along with this, it is also considered as an organised
and planned process to improve the efficiency of
organisation. In common terms, we may look upon
it as an effort to strike a balance between organisational
workforce requirements and individual career needs.
Employees have their own personal desires and aspi-
rations and need to effectively utilise their personal
skills to attain their career goals and objectives. On
the other hand, organisations have needs for staffing
and meeting present and future human resource
requirements. A career development system is a
mechanism that takes both the parties in to consid-
eration and helps them meet their requirements as
well as objectives.
Objectives of career development
Fostering Better Communication in Organisation:
The main objective of designing a career development
system is to foster better communication within the
organisation as a whole. It promotes communication
at all levels of organisations for example manager
and employee and managers and top management.
Proper communication is the lifeblood of any organ-
isation and helps in solving several big issues.
Assisting with Career Decisions: A career devel-
opment system provides employees as well as man-
agers with helpful assistance with career decisions.
They get an opportunity to assess their skills and
competencies and know their goals and future aspi-
rations. It helps them give a direction so that they
can focus on achieving their long term career goals.
Better Use of Employee Skills: A career development
system helps organisation make better use of employee
skills. Since managers know their skills and compe-
tencies and therefore, can put them at a job where
they will be able to produce maximum output.
Setting Realistic Goals: Setting realistic goals and
expectations is another main objective of a career
development system. It helps both employees and
organisation to understand what is feasible for them
and how they can achieve their goals.
Creating a Pool of Talented Employees: Creating
a pool of talented employees is the main objective
of organisations. After all, they need to meet their
staffing needs in present and future and a career
development system helps them fulfill their require-
Enhancing the Career Satisfaction: Organisations
especially design career development systems for
enhancing the career satisfaction of their employees.
Since they have to retain their valuable assets and
prepare them for top notch positions in future, they
need to understand their career requirements and
expectations from their organisation.
Feedback: Giving feedback on every step is also
required within an organisation to measure the success
rate of a specific policy implemented and initiatives
taken by the organisation. In addition to this, it also
helps managers to give feedback for employees per-
formance so that they can understand what is expected
A career development system can be very effective
in creating a supportive culture in the organisation
and help employees grow and utilize their skills to
achieve their desires and aspirations related to their
Components of a career
teams known as "tiger teams". These
special teams are formed to speed
up the development of new products.
The most popular programmes
under this category include assess-
ment centers, psychological testing,
360 degree appraisal, promotability
forecasts and succession planning.
• Developmental Programmes:
Developmental programmes are used
by an organisation to develop their
employees for future positions. They
can be internal as well as external
and can be performed under the
supervision of human resource staff
or trainers and specialists from out-
These programmes include assess-
ment centres, job rotation pro-
grammes, tuition refund plans, inter-
nal training programmes, external
training seminars and formal men-
In addition to these programmes,
there are several other components
of a career development system such
as career programmes for special
target groups, fast-track or high
potential employees, supervisors,
senior-level employees, women,
technical employees, minorities and
employees with disabilities, etc.
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