Explain current career development theories.Explain what career development standards are and their impact on career development services.Outline legislative and regulatory requirements relevant to career development.Explain why researching and understanding the target group is crucial in providing support on career development and career choices.
You are working as a Manager at ABC Company and you manage 10 junior customer service officers. You are interested in taking on more managerial roles and responsibilities. You know that the company has a program dedicated to assisting staff with self-improvement and development, as long as it is in line with the company’s main goals of improving customer service and providing an exceptional experience to all customers. You can see current employees’ skills and knowledge.
Career Development Standards and Their Impact
The current career development theories are as follows:
- Career construction theory and life design- this theory leaps beyond the marking received on the assessment and lays emphasis on the story of an individual and takes a narrative approach.
- Value based career decision making- this theory emphasizes on the values in the career related decision making. Job that aligns to the values of a person is the most sorted after and it leads to greater job satisfaction (Patton and McMahon 2014).
- Strengths based approach- this theory emphasizes on the strengths and resources rather than focusing on the deficits and problems. This approach is future oriented, focussed, empowered and client led.
- Chaos career theory- unlike other theories, this theory emphasizes on the current trends in the decision making related to career. This theory involves the chance, constructivism, change and complexity (Patton and McMahon 2014).
Career development standards can be defined as a skillset like aptitude, abilities and personal skills that are essential for a good and promising career. It focuses on using the literary resources that will open up the opportunities in the international and domestic markets. The standards are the very basic parts which increases the workplace related ethics and values and it will help the workers to work in a culturally diverse environment. Career development standards impact the career development services by helping individual in sorting out the questions based on the personal progression, personal development, skills development, direction, employability which makes a difference (Patton and McMahon 2014).
The legislative and the regulatory requirements related to career development are the various legislations in a country. The legislations and regulatory frameworks promotes the proper development of the individuals through proper education in schools, colleges and other higher studies and courses. The legislative requirements for the proper career development highlights the need of higher educational standards and the career development goals for the efficient build-up of the individuals and the students living in a country (Bimrose and Hearne 2012).
Understanding and researching the target group is essential in the providing support for the career choices and the career development and career choices because the nature of target groups provide an initial picture. Target group can be a school student, college student, researcher or a job seeker. Thus, identification of a specific target group helps in focusing on the framing a career development gaols and the ways of attaining the goal. Due to this, career choices can be framed specifically for the ones that are either seeking a job or still studying (Al Ariss et al. 2014).
The customer service officers require the emphasis of the two major career development theories like the value based career decision making, strengths based approach. These 2 approaches will focus on the strength of each of the employees and will also infuse the aspect of values within the employees. In the career development standards, there is a big emphasis on the professional code of conduct due to the application of the work ethics in the workplace (Anctil et al. 2012).
It is important to note that in ABC company, the junior customer service officers will require a code of conduct so that their actions can be judged. Within the purview of the ABC company, it is important to note that the standards are required for the employees to act accordingly. The ABC company can establish standards regarding the employee skills which the employee has to either showcase or develop within their service period.
The career development services are the services and programs required for the individuals so that they can explore the benefit related to workplace functionality and operability. The career development services for the customer service officers will include a wide range of activities like the skill development, personal progress and personal development.
This will help the employees in increasing their skills, capabilities in handling clients and gain a competent attitude. The support systems and the resources that will be required for the career development services are the conduct of training programs and the training materials will be provided to the employees. In order to maintain a proper relationship with the service providers and the professional peers it is necessary that the ABC company executives maintain a healthy employee-employer cordial relationship (Blustein 2013).
Legislative and Regulatory Requirements
The action planning skills can be effective in career development counselling services when the action plans have a practical approach. In the career development counselling it is always important to have a goal which is achievable for a particular individual receiving the counselling. Thus, it is important to note that follow up support and professional are both necessary for the individual or the clients that receive the career development services. However, this can be established through a proper professional follow up implementation plan. The follow up plan will include a constant feedback from the client and it will be used in improving the drawbacks of the client (Bond 2015).
The junior staffs can be encouraged to participate into the various training session, mentoring session, motivation classes and feedback sessions. These are the typical ways of making the employees commit to the career counselling services. In order to establish the mechanism of the follow up provision of career development services, a proper follow-up implementation plan is required.
The follow-up plan will include a feedback mechanism which will consider feedback. The feedback mechanism will take into account of the several improvement points of the junior staffs like their skills, knowledge, communication skills, cultural competency. The feedback mechanism will emphasize on the individual follow up (Jehanzeb and Bashir 2013).
The strategies related to the storages of the record will include an encrypted system will only allow employees that are have the authorized access. The storage systems will be secured through encryption process (password protection). The professional requirements will align with the ethics related to data privacy to prevent the unauthorized access and data theft. While the organizational requirements will generally emphasize on the usage of the encrypted servers and data storages that can be accesses remotely through the usage of the portals that will promote the access to the customers and sellers (King and Raja 2012).
The professional developmental needs align to the proper orientation of one self. It is important to note that the professional development will include the development of proper communication skills, skills on customer persuasion and negotiation, skills on cultural competency and technical skill pertaining to the usage of the electronic equipment. The professional developmental activities which will promote the above mentioned skills is to get the advanced training sessions relating to the professional development, taking help from the mentors and having a proper attitude towards the problem solving. While it will be necessary to include the skills relating to getting mentoring from the experts in dealing with the problems (Zepeda 2013).
The career developmental services pertain to the development of one-self with respect to the various skills like personal progress and personal development, development of the skills, having a direction and skills relating to employability. Thus, it is important to note that the career developmental services can be improved through the process of proper assessment of the employee performance.
The employee performance will be assessed so that the performances are aligned with the organization goal. The Human Resource department will exclusively talk about the employee assessment based which in turn will improve the employee performance. The career development services are entirely based on the performance of the employees and the system of benchmarking will act as a point of improving the career developmental services (Rolstadås 2012).
Al Ariss, A., Cascio, W.F. and Paauwe, J., 2014. Talent management: Current theories and future research directions. Journal of World Business, 49(2), pp.173-179.
Anctil, T.M., Smith, C.K., Schenck, P. and Dahir, C., 2012. Professional school counselors' career development practices and continuing education needs. The Career Development Quarterly, 60(2), pp.109-121.
Bimrose, J. and Hearne, L., 2012. Resilience and career adaptability: Qualitative studies of adult career counseling. Journal of Vocational Behavior, 81(3), pp.338-344.
Blustein, D., 2013. The psychology of working: A new perspective for career development, counseling, and public policy. Routledge.
Bond, T., 2015. Standards and ethics for counselling in action. Sage.
Jehanzeb, K. and Bashir, N.A., 2013. Training and development program and its benefits to employee and organization: A conceptual study. European Journal of business and management, 5(2).
King, N.J. and Raja, V.T., 2012. Protecting the privacy and security of sensitive customer data in the cloud. Computer Law & Security Review, 28(3), pp.308-319.
Patton, W. and McMahon, M., 2014. Career development and systems theory: Connecting theory and practice (Vol. 2). Springer.
Rolstadås, A. ed., 2012. Performance management: A business process benchmarking approach. Springer Science & Business Media.
Zepeda, S.J., 2013. Professional development: What works. Routledge.
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