Motivated employees want to be able to see a path for their career with the organization. Providing a picture of the possibilities to employees can be an effective way to support employees’ interest in remaining with the organization. One way to accomplish this is to provide a clear mapping of the competencies that each job family requires. This mapping is then made available to all employees so that they know how to prepare through professional development to be able to compete when there are openings. Ideally, this benefits both the employer and employee.
In this discussion, you will contrast the concepts and practices of career development and career growth and how they relate to employee retention. You will then discuss your own experience with each of these and the impacts they have had on you. Finally, you will describe tangible ways to create career development and career growth opportunities for employees, based on what you have learned this week.
Respond to the following:
Contrast the concepts and practices of career development and career growth and how they relate to employee retention.
Discuss your own experience with career development and career growth and the impacts they have had on you.
Describe tangible ways to create career development and career growth opportunities for employees, citing examples from your materials.
Materials and Additional Resources:
Dari, T., Chan, C. D., & Del Re, J. (2021). Integrating culturally responsive group work in schools to foster the development of career aspirations among marginalized youth. Journal for Specialists in Group Work, 46(1), 75–89. https://doi.org/10.1080/01933922.2020.1856255Links to an external site.
Fasbender, U., Vignoli, M., & Topa, G. (2022). Understanding how aging experiences shape late career development. Career Development Quarterly, 70(3), 174–189. https://doi.org/10.1002/cdq.12301Links to an external site.
McMahon, M., & Watson, M. (2021). Group Work in Career Development: Status Quo and Future Agenda. Journal for Specialists in Group Work, 46(2), 226–234. https://doi.org/10.1080/01933922.2021.1908022