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Career Development or Collecting Competencies?

Explore the concept of career competencies as a sustainable approach to career development, addressing individual and organizational needs through a holistic framework. Learn how competencies can guide career planning and self-management effectively.

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Career Development or Collecting Competencies?

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  1. Career Development or Collecting Competencies? Career Competencies, a new approach to sustainable career development Sandra Haase, Jan Francis-Smythe University of Worcester 11.05.07

  2. Synopsis • Context • New Career Realities • Competencies in Career Development • Introduction Career Competency Concept • Re-definition of Career Competencies • Career Competency Indicator & Applications • Summary

  3. Context – Issues in the Police Force • Workforce modernisation - career development responsibility of individuals • National Competency Framework (NCF) - standards and guidelines to improve quality & consistency of performance and behaviour • Human resource processes based on NCF

  4. New Career Realities • Dramatic transformations in organisations and context of employment • Definition of career changing - Careers are boundaryless • Individuals required to take ownership of their careers

  5. Individual Career Development • “do-it-yourself career management” • Transferable skills • Individual career development needs to be supported • Organisations increase self-development features in interventions

  6. Competencies in Career Development • Increased use in Personal Development and Career Planning predicted • Form basis of most career-related processes • Problems: • Definition • Main focus on job performance

  7. Career Competency Concept(Arthur, Claman & DeFillipi, 1995) • Introduced idea of career competencies (knowing-why, knowing-how, knowing-whom) • Operationalised in Intelligent Career Card Sort • Problems: • Lack of empirical support for three-fold structure • Definition: term relabelled

  8. Career Competencies - Redefined Career Competencies are: • behavioural repertoires and knowledge instrumental in the delivery of desired career-related results and outcomes • assessable & trainable

  9. Career Competency Indicator • Goal setting and career planning (5) • Self-knowledge (5) • Job-performance (5) • Career-skills (7) • Knowlege of (office) politics (5) • Networking and mentoring (8) • Feedback seeking and self-presentation (8)

  10. Application • As basis of career development interventions: • Address organisational needs of developing qualified & self-reliant workforce • Address individual needs of developing careermanagement skills to ensure employability • Pilot study (N=21) using career competencies as framework for guided career discussions

  11. Summary • Competencies as presently used not adequate to support individuals in developing the skills necessary to effectively manage their careers • More holistic approach required: Career development through the use of career competencies

  12. Any questions? Thank you Sandra Haase University of Worcester Centre for People @ Work Worcester, WR2 6AJ, UK s.haase@worc.ac.uk

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