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Career Planning and Development

Quite often, one of the most daunting decisions to make, and this at a very young age, is deciding one’s career path. Fortunately, for some this decision occurs easily, whereas for others, it may contribute to feelings of anxiety and distress, as confirmed by News24.

Similarly, such feelings of anxiety and distress with regards to career path choices and/or planning is also true for individuals who are already part of the workforce. At times, employees are challenged through personal convictions, values & norms, management or friends and relatives to change course with regards to their career.

Evidently, employees and top management are relooking and rethinking career planning and development initiatives for themselves and their employees in order to decrease feelings of uncertainty and stress, to enhance job satisfaction and engagement as well as to attract and retain top talent. The well-known employment website “Indeed” defines career planning and development as the ongoing process of discovering educational, training, and professional career opportunities that align with one’s personality, passions, interests and goals.

Investing in career planning and development can hold various benefits for an individual and an organisation. From an individual perspective, it can contribute to increased levels of morale, engagement and satisfaction, which may ultimately influence the effectiveness and productivity of an employee. News24 states that “if you are happy in your job, you tend to be more diligent, motivated, and productive”.

From an organisational perspective, aligning an employee’s career goals with the strategic goals and objectives of an organisation not only assists an organisation in reaching its goals and objectives, but also contributes to the retention of top talent, differentiation from key competitors and a reduction in employee turnover rates. By actively engaging in career planning, one is able to contribute to individual and organisational success more effectively.

According to Gallup’s 2022 State of Global Workplace report (representing the collective voice of the global employee), 60% of employees are emotionally detached at work and 19% are actively disengaged – which could be attributed to various reasons. Some may include unsatisfactory remuneration and/or benefits, a lack of opportunities for growth and development, a disconnect between work-life balance or an unsatisfactory and/or toxic organisational culture or team. Oftentimes, however, employee dissatisfaction is due to a lack of compatibility with the line of work impacted by, for example, a disconnect with employee personality, values, motives, interests and abilities. Consequently, the importance of career planning and development is highlighted so as to ensure that an organisation’s strategy, goals, objectives and culture match an employee’s personal attributes, interests and abilities.

According to Monster’s 2021 Job Index, 49% of employees expect their employers to play a part and contribute to career planning and development initiatives. Consequently, it is emphasised that it is the responsibility of both employees and organisations to participate and engage in career planning and development initiatives actively.

According to Business News Daily, when participating in or conducting career planning, three important factors need to be considered:

1. Determining what one wants and doesn’t want (including for example interests, values and culture);
2. Assessing one’s personality and background; and
3. Asking for advice and guidance.

Globally, various career planning and development initiatives are available, including self-discovery programmes, career guidance & counselling, training & development / skills development initiatives, coaching & mentoring, as well as the use of valid and reliable psychometric assessments that provide information and context with regards to an individual’s personality, interests and abilities.

At Joubert and Associates, we are committed to supporting groups and organisations in the pursuit of relevant and effective career planning and development initiatives. Through the sharing of specialist knowledge and skills, we assist in the development of tailored programmes and initiatives for effectively addressing key organisational career planning and development topics. This includes, but is not limited to, organisational development initiatives (e.g., individual and team development), talent management (e.g., succession planning), performance management, training and development programs, coaching and mentoring as well as the conducting of relevant and reliable psychometric assessments.


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