User:Nicolepicard8/Career development

This article is rated as a "Stub" article which means it is an overall very general description of the topic and needs more information. I plan to use scholarly sources as information to add to this article to bring more in-depth information and bring more value to the topic.

Gap: Historical persons related to Career Development

Frank Parsons was an extremely large influencer in developing career development. He developed a three-step formula which served as a conceptual framework for career planning. The three steps are as follows: 1) “a clear understanding of yourself, your aptitudes, abilities, interests, ambitions, resources, limitations, and knowledge of their causes; 2) a knowledge of the requirements, conditions of success, advantages and disadvantages, compensation, opportunities, and prospects in different lines of work; (3) true reasoning on the relations of these two groups of facts”. Parson work served as a basis for career counsellors to follow later on.

Gap: Barriers in Career Development

Historically, career development focussed on how employees could be trained and developed to support the growth of the organization, but now has a greater focus on the individual. Career development was introduced when the work force was primarily white and male. Research has proven underrepresented groups “encounter tremendous obstacles in their career development”. Human resources functions must recognize these barriers and accommodate ways to develop individuals of a diverse workforce. Barriers of career development may stem from organization culture; specifically, structural integration which reflects diversity throughout the organization. Lack of structurally integration includes less diversity in the workplace and in higher level positions. Personal barriers may also be prevalent in carrier development. Some personal influences that may act as barriersto the career exploration process include gender, age, relationship factors, and work-family balance

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