career development plan

Career Planning – Are You Following a Planned Career Path or Just a Series of Jobs?

Career Planning

Laying out the major phases of your professional destiny is what career planning is all about. This method might help you establish a strategy for career success by picking fields you want to pursue and developing long-term objectives.

From getting your first job to having a rewarding career, having a good career plan will help you navigate your professional life. When you follow a planned career path you will not see yourself in just a series of jobs. You would rather be making meaningful transitions in your professional life. . You can examine your professional possibilities and establish a strategic plan for reaching your goals with diligent career planning. In this post, we’ll go through how to approach career planning and how to map a successful professional path.

Steps in Career Planning:

  1. Find out about possible career paths.
  2. Find out about expanding job marketplaces.
  3. Find jobs that are a good fit for your skills.
  4. Recognize your professional qualifications.
  5. Examine salary and other perks.
  6. Examine many job options.
  7. Set SMART objectives.
  8. Make a plan for your future career.

Career Management and Development:

The combination of organized planning and active management of one’s professional career is known as career management. Individual and corporate career planning and development are both included by the term “career management.” Career management also involves talent management as part of a talent retention strategy.

Career Management Process:

Setting goals/objectives are the first steps in the career management process. It is necessary to define a relatively specific goal or target. When an individual lacks knowledge of job options and/or is unaware of their capabilities and abilities, this Endeavour might be challenging. The formulation of clear goals/objectives, whether particular or generic, is the foundation of the entire career management process. Career assessments may be an important step in discovering prospects and career pathways that are most appealing to a person. Career assessments can range from simple and informal to in-depth and comprehensive. You’ll need to examine them regardless of the ones you use. Most free evaluations available today (while useful) do not provide an in-depth review. Career assessment ranges from psychometric tests to genetic ones which both would be very helpful alongside counselling. Brainwonders has been helping people manage their careers for over a decade now. 

The services offered are as follows:

  1. Psychometric Test- It is an ability test that measures and contrasts the multiple skill sets present in a person. This gives an interest profile to understand the varying facets and individual strengths and areas that need to be developed. 
  2.  Genetic Test- a scientific process to know about the inborn traits, abilities and characteristics. The process uses biometric analysis and in-depth analysis to view and chart lifelong results. It is a time-tested procedure that is U.S. Patented and used by all.
  3. Workshops- The students and parents are exposed to interaction with experts to deeply introspect various challenges and milestones while cultivating an ecosystem with the parent and teachers to foster the development in a safe and stress-free environment. 
  4. Resources- The Brainwonders team has curated the largest and most comprehensive career portal with 632 jobs listed along with the process details followed by a personal student dashboard to measure and map personal targets. 

The time horizon for achieving the chosen goals or objectives, whether short, medium, or long term, will have a significant impact on their development.

  • Short-term objectives (one or two years) are usually narrow and focused. Short-term objectives are simpler to set. Make sure they’re attainable and aligned with your long-term career objectives.
  • Short-term goals are more precise and open-ended than intermediate goals (3 to 20 years). Because there are so many unknowns about the future, both intermediate and long-term goals are more difficult to establish than short-term goals.
  • Long-term objectives (more than 20 years) are, of course, the most fluid. Long-term goals and objectives are difficult to formulate due to a lack of life experience and understanding of future opportunities and hazards. Long-term goals/objectives, on the other hand, can be readily changed as new information becomes available without a significant loss of career effort due to experience/knowledge transfer from one career to another.
  • The conventional focus of career interventions has been on helping people make career choices and decisions. Because of the changing nature of work, people may be required to revisit this process more regularly now and in the future than in the past.
  • Managing the organizational career – this refers to the activities of individual employees in the workplace, such as decision-making, life-stage transitions, stress management, and so on.
  • Managing ‘boundary less’ careers – refers to the skills required by employees whose work extends beyond the confines of a particular firm, as is the case with artists and designers.
  • Taking charge of one’s development — as employers become less accountable, employees must take charge of their development to maintain and improve their employability.

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