Career development
Career Development is the lifelong process of managing learning, work,
leisure, and transitions in order to move toward a personally determined and
evolving preferred future.
In educational development, career development provides a
person, often a student, focus for selecting a carrier or subject(s) to
undertake in the future. Often educational institutions provide career
counselors
to assist students with their educational development.
In organizational development (or OD), the study
of career development looks at:
·
how individuals
manage their careers within and between organizations and,
·
how organizations
structure the career progress of their members, it can also be tied into succession
planning within most of the organizations.
In personal development career development is:
·
" ... the
total constellation of psychological, sociological, educational, physical,
economic, and chance factors that combine to influence the nature and
significance of work in the total lifespan of any given individual.
·
The evolution or
development of a career - informed by Experience within a specific field of interest
(with career, job, or task specific skills as by-product) Success at each stage of development, educational attainment commensurate with each
incremental stage, Communications (the capacity to analytically reflect your
suitability for a given job via cover letter, resume, and/or the interview
process), and understanding of career
development as a navigable process. (Angelo J. Rivera)
·
"... the
lifelong psychological and behavioral processes as well as contextual
influences shaping one’s career over the life span. As such, career development
involves the person’s creation of a career pattern, decision-making style,
integration of life roles, values expression, and life-role self concepts.
Career
Development: Skill Development
Skill Developmentmeans developing yourself and your skill sets to add value for the organization
and for your own career development. Fostering an attitude of appreciation for
lifelong learning is the key to workplace success. Continuously learning and
developing one's skills requires identifying the skills needed for mobility at Cal, and then successfully seeking out trainings
or on-the-job opportunities for developing those skills.
Developing your
skills begins with assessing which skills are important for your desired career
development. Read about career skills in the section of this website. Speak with your supervisor
or manager and other career
mentors to identify the types of skills that will help move you forward in your
career.
Your development should follow the 70-20-10 rule:
70% of your development should come from on-the-job activities and action learning. This can include
development experiences like managing a project, serving on a cross-functional
team, taking on a new task, job shadowing, job rotation, etc.
20% of your development should come from interactions with others. This includes
having a mentor, being a mentor, coaching, participating in communities of
practice, serving as a leader in a staff organization,
Career Development
Goals.
When every goal an employee is appraised on is linked to a bigger
organizational goal, accountability and ownership are driven on the job every
single day. Genpact is committed to enhancing the skills and competencies as
well as personal growth and development of its employees. We provide our people
with multiple opportunities to enroll in world-class leadership development
programs and encourage cross-functional movement to gain meaningful experience
and exposure. Performance management is a critical area for Genpact, and we
invest in planning
each
employee’s career and aligning his or her goals with larger organizational
Training and Development
It is important to equip our employees with the right tools and skills to facilitate continuous improvement and to help them build domain expertise. Genpact has created a robust training mechanism and has more than 5,000 learning modules, world-class training facilities, some of the best trainers in the business, and strategic partnerships to further bolster our training mechanism.
Learn While You Earn
Our Education@Work program provides employees the option to learn while they earn with professional courses from globally recognized as well as premier educational institutions and get certified in their specific work areas. There is a clear demarcation between generic courses and domain expertise courses in these programs. Classes are held within the office premises and are organized around employee work schedules.
Leadership Development
Leadership development is a key priority on our people agenda. We believe that with the right platform and encouragement, high-potential employees can be groomed into influential leaders who will lead us to success in the future.
Our Leadership Curriculum includes several development programs designed to broaden leadership skills and business acumen. These are focused on developing middle managers for leadership roles through an 18-month structured program and help cultivate operational and technical depth in our employees and include job rotations across businesses, functions, and regions, as well as classroom training and senior leadership interactions.
We also offer executive education programs for employees, focused on strategy, customer focus, leadership, talent management, execution, finance, and commercial skills.
Each program is a critical part of our investment in our people to bring out their best. This provides the foundation for building our leadership gene pool.
Training and Development
It is important to equip our employees with the right tools and skills to facilitate continuous improvement and to help them build domain expertise. Genpact has created a robust training mechanism and has more than 5,000 learning modules, world-class training facilities, some of the best trainers in the business, and strategic partnerships to further bolster our training mechanism.
Learn While You Earn
Our Education@Work program provides employees the option to learn while they earn with professional courses from globally recognized as well as premier educational institutions and get certified in their specific work areas. There is a clear demarcation between generic courses and domain expertise courses in these programs. Classes are held within the office premises and are organized around employee work schedules.
Leadership Development
Leadership development is a key priority on our people agenda. We believe that with the right platform and encouragement, high-potential employees can be groomed into influential leaders who will lead us to success in the future.
Our Leadership Curriculum includes several development programs designed to broaden leadership skills and business acumen. These are focused on developing middle managers for leadership roles through an 18-month structured program and help cultivate operational and technical depth in our employees and include job rotations across businesses, functions, and regions, as well as classroom training and senior leadership interactions.
We also offer executive education programs for employees, focused on strategy, customer focus, leadership, talent management, execution, finance, and commercial skills.
Each program is a critical part of our investment in our people to bring out their best. This provides the foundation for building our leadership gene pool.
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