Journal of Employment Couns

1990

DOI: 10.1002/j.2161-1920.1990.tb00265.x

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Career Development Programs in Business and Industry

Susan Schmidt¹

Abstract: Research and evaluation results of career development programs in business and industry indicate that a match between individual career needs and organizational goals plays a vital role in the implementation of a successful program.

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“…The large number of Baby Boomers moving through the work force made it necessary to provide new incentives for growth and increased productivity for both the individual and the organization. The career development programs provided alternatives for employees while managing human resource needs at the same time (Schmidt, 1990).Although employees are still challenged to find, attract and develop quality workers, in the 1990s they are faced with new problems that…”

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confidence: 99%

The New Focus for Career Development Programs in Business and Industry

¹

1994

Journal of Employment Couns

Self Cite

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The continuing need to deal with technological change and increased economic uncertainty has had an impact on carer development programs in business and industry. The focus of existing career development programs has changed from a shared vision of meeting both individual and organizational goals to an emphasis on fulfilling organizational needs. Although the rationale for implementing these career development programs was to promote both career planning and career management for the individual and the organization, the current programs reflect a new trend. The research on the current economic factors that affect business and industry indicates that the current career development programs tend to stress career management for the organization. This focus on organizational goals leaves the individual employee with a greater responsibility for his or her own career planning. A review of the research results also provides new information and strategies that can assist employees in their career planning.The continuing need to deal with technological change and increase economic uncertainty has had a n impact on career development programs in business and industry. This impact has shifted the emphasis from a shared vision of helping both the individual and the organization fulfill their goals to one of increased focus on meeting organizational needs. The change in emphasis has produced more stress on the individual to promote his or her own career development.Career development programs were originally developed after the recessions of 1979 and 1982 as a means of generating career stability and opportunity for individuals as well as identifying potential managers to meet organizational needs (Hall, 1987). The large number of Baby Boomers moving through the work force made it necessary to provide new incentives for growth and increased productivity for both the individual and the organization. The career development programs provided alternatives for employees while managing human resource needs at the same time (Schmidt, 1990).Although employees are still challenged to find, attract and develop quality workers, in the 1990s they are faced with new problems that

“…The large number of Baby Boomers moving through the work force made it necessary to provide new incentives for growth and increased productivity for both the individual and the organization. The career development programs provided alternatives for employees while managing human resource needs at the same time (Schmidt, 1990).Although employees are still challenged to find, attract and develop quality workers, in the 1990s they are faced with new problems that…”

mentioning

confidence: 99%

The New Focus for Career Development Programs in Business and Industry

¹

1994

Journal of Employment Couns

Self Cite

View full text Add to dashboard Cite

The continuing need to deal with technological change and increased economic uncertainty has had an impact on carer development programs in business and industry. The focus of existing career development programs has changed from a shared vision of meeting both individual and organizational goals to an emphasis on fulfilling organizational needs. Although the rationale for implementing these career development programs was to promote both career planning and career management for the individual and the organization, the current programs reflect a new trend. The research on the current economic factors that affect business and industry indicates that the current career development programs tend to stress career management for the organization. This focus on organizational goals leaves the individual employee with a greater responsibility for his or her own career planning. A review of the research results also provides new information and strategies that can assist employees in their career planning.The continuing need to deal with technological change and increase economic uncertainty has had a n impact on career development programs in business and industry. This impact has shifted the emphasis from a shared vision of helping both the individual and the organization fulfill their goals to one of increased focus on meeting organizational needs. The change in emphasis has produced more stress on the individual to promote his or her own career development.Career development programs were originally developed after the recessions of 1979 and 1982 as a means of generating career stability and opportunity for individuals as well as identifying potential managers to meet organizational needs (Hall, 1987). The large number of Baby Boomers moving through the work force made it necessary to provide new incentives for growth and increased productivity for both the individual and the organization. The career development programs provided alternatives for employees while managing human resource needs at the same time (Schmidt, 1990).Although employees are still challenged to find, attract and develop quality workers, in the 1990s they are faced with new problems that

Innovations for Enhancing Education of Career Counselors Using Technology

1999

Journal of Employment Couns

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Achieving congruence between employee interests and county jobs: a win‐win proposition

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,

2002

Journal of Employment Couns

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