All career planning systems include the following components:
Self-Assessment helps employees determine their career interests, values, aptitudes, and behavioral tendencies. It often involves the use of psychological tests. They help employees identify their occupational and job interests, the relative value the employees place on work and leisure activities.
Reality Check. Employees receive information about how the company evaluates their skills and knowledge, and where they fit into the company’s plans. For example, in Coca-Cola’s career planning system, employees and managers have a separate meeting after the annual performance review to discuss the employee’s career interests, strengths, and possible development activities.
Goal Setting. Employees determine their short- and long-term career goals during this phase of the career planning process. These goals usually relate to desired positions, level of skill application, work setting or skill acquisition, and written into a development plan. Action Planning. During this phase employees determine how they will achieve their short- and long-term career goals. Action plans may involve enrolling in training courses and seminars, conducting informational interviews, or applying for job openings within the company.
Characteristics of Successful Career Discussions
Manager gains an awareness of employee’s work-related goals and interests.
Manager and employee agree on the next developmental steps.
Employee understands how the manager views his or her performance, developmental needs, and options.
Manager and employee agree on how the employee’s needs can be met on the current job.
Manager identifies resources to help the employee accomplish the goals agreed upon in the career discussion.
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