Career Development Standards in Australian Career Industry

The career development standards represent a benchmark for career development practitioners in Australia. They define the career industry and its services, recognize the skills and knowledge of career practitioners, and provide a foundation for training and quality assurance. Career development is a lifelong process that involves managing work, learning, and transitions. The stages of career development include awareness, exploration, preparation, placement, maintenance, and mentoring. The theories relevant to customer service roles focus on attracting and retaining customers. Legislative and regulatory requirements include the Equality Act 2010, School Information Regulations (2008), Learning and Skills Act 2000, and more. Mechanisms for follow-up include performance reviews, peer reviews, and customer feedback surveys. Record storage, security, and privacy should be in accordance with professional and organizational requirements.

Karan, you’ve not fully responded to the
question/instruction; you need to explain what
‘Career Development Standards’ are (you can
identify this from the learning material), then
you elaborate on those standards!
The career development standards represent a particular landmark in the Australian career
development that is considered as a benchmark for the career development practitioners. The
standards help to define the career industry and the services it has. The diverse skills and
knowledge related to career practitioner is recognized. It provides a foundation for designing
the career practitioner training along with quality assurance to public and other stakeholders.
Career development is a lifelong process for the management of work, learning and
transitions for moving towards a personally determined and evolving future. The career
development provides a person the ability to focus on the selection of a particular subject to
be undertaken in future. In the personal development, the career development is about the
total constellation of sociological, psychological, economic, physical and the chance factors
which combine to influence the significance of work. The career development standards
require the career practitioners to continue the professional development and create an agreed
terminology in the industry at the same time
Karan, you’re not responding to the question.
Please revise your answer! You need to identify
and provide examples of legislative and

regulatory requirements relevant to career
development!
. There is an ethical framework that has been developed by the career development institution
which consist of the relevant legislation which needs to be followed. The Equality Act 2010
asks to maintain an air of equality among all the members of the community. It further asks
for the Equality and Discrimination in order to understand the basics and support equality.
Moreover, there are School Information Regulations (2008), Learning and skills Act 2000
section 140, the Education Act 1997, The Children and Families act 2014, the education
Scotland Act 2016. Apart from these, there is Safeguarding vulnerable Groups Act 2006, The
Children and social work Act 2017, the Rehabilitation of Offenders Act 1974.
Karan, you need to provide more accurate
details and solid examples in each stage.
Please put the stages in order. Full revision
is required here!
 In the career awareness stage, people learn about themselves and enjoy doing what
they do and also learn about the values and beliefs. During the career awareness stage,
the children also learn about the world of work.This particular stage is characterized
by unawareness where a person stays unaware of the values and keeps going in the
direction of knowing it. A person makes the conscious effort to get in touch with the
person he/she is inside. The key characteristics of this stage is taking assessment
instructions and work with a career counsellor.

 In the career exploration stage, people start exploring fields of their interest. They
learn skills required to enter the career fields. This is the stage where people research
or re-explore the information what already exists in the world. This stage is
characterized by the feelings of confusion. The person might feel overwhelmed with
the jobs and opportunities before beginning the process. The characteristics are
researching the world of work and conducting interviews with people in the selected
field.
 In the career preparation stage, knowledge is gathered in order to perform in the
careers which include the literacy skill required to function in the modern society (van
Tuijl and van der Molen 2016). In this stage the person undergoes the process of
getting ready to own life’s work. There is excessive excitement but there is more
work to be done an in order to become successful, the person has to prepare for
gaining knowledge and experience along with setting goals and adopting a success-
oriented mind set.
 The career placement stage is the stage where people do their first job out of their
homes for income. In this stage, the individual feels confident and must focus on the
energy and target. In this stage, the person is expected to conduct a job search and
negotiate a job offer and accept it too.
 The career maintenance stage is where the workers settle into a particular pattern
being comfortable with the job responsibilities. The person feels comfortable in the
career field. The person will try to stay committed to the career having updating the
skills continually and staying at one with the standards of the industry. The
professional network building is done in this stage.
 Lastly, in the career mentoring stage, people often have specific opportunities to
mentor other people and guide them in the process of career development. The person

will learn to bring conscious change in the career direction. The career change and
resiliency development is done in this stage.
Karan, you need to provide a revision here!
Please structure your response according to the
requirement, you may put ‘bullet points’ starting
with your ‘analyses’ of the ‘junior customer
roles’, then identify the gaps, and make a plan,
then the implementation of the plan and the
evaluation of the career progression!
 The junior customer service officers need the patience , the attentiveness, clear
communication skills, knowledge of the product they are selling, the ability to
use the positive language, the acting skills, time management skills, the ability
to read the mind of the customers, the goal oriented focus and the ability to
handle surprises.
 In order to provide high quality career development service delivery, the
career path information will be provided in format such as the talent
management system.
 The employee guides and forms will be given to support the self-directed
development in a planned program.
 The competency assessment tools will be given to evaluate the progress in the
career development.

 There will be individual development plans along with the personal
competency profiles for validating and documenting the employee
competencies.
 The formal development programs will also be there which incorporate a
variety of assessments, trainings and learning options which are designed to
support the career development.
 In the career development plan , the short term goals will be identified to
work on the identified gap.
 The career goals will be divided into 2-5 years and more than 5 years .
 The current competencies, the skills and the knowledge experience will be
focused on.
 The development needs will be identified along with the skills for the current
and future goals.
 The final round is to make the action plan. In this stage, the identified goals
will be worked on. Necessary course work will be taken up and worked on
properly.
Karan, you need to identify the theories which
are relevant to the ‘customer service roles’ as
described in the scenario, and you need to
explain the relevance of those theories! Revision
is required here!

The customer service related theories and models are more like attracting the customers and
retaining them in the business. The customer service is formed of customer loyalty and
customer satisfaction. It can also be argued that the theories are similar and linked to
eachother. The primary theory of customer service suggest that the early experience of a
customer determines how the rest of the experience will be like.
Karan, you need to provide a revision here!
Mention the relevant ‘Codes of professional
conduct’ and the ‘Career Development
standards’? (you need to do some research) and
how these standards can be applied in ABC
company?
You also need to mention some relevant
examples of the ‘regulatory requirements,
policies, guidelines, standards and resources
should apply’, i.e. WHS Act 2011, EEO, etc. and
explain further about the relevance!
The Work Health and Safety Act 2011 is known to provide the framework t protect the health
and provide safety to the workers who are working. It is also known to protect and provide
safety to the people who are associated with the work. In ABC company the workers of the
company who are protected by the WHS Act includes :
 Employees.
 Employee who are known to perform various types of work
 Contractors
 Outworkers

 Trainees and apprentices
 Work experienced students.
 Volunteers.
The ABC Company workers health and safety act also provides protection for the general
public who are the custom of the company. This is followed or maintained by the company to
ensure that their health and safety is not placed at any risk by the work activities of the
company.
Equal employment opportunity is an employment practice where the employer does not
engage in the employment activities which are fully prohibited by the law. However it will be
a discrimination if the employer or the top management of the company if found
discriminating against the employee on the basis of age, race, color, sex, religion and national
origin. The main objective of the policy which is shared by the company is to create equal
outcomes. Also the company sees that the employees or the job applicants have the equal
opportunity when engaging in to the employment market. The company abides by the laws
which are issued by the US Equal Employment Opportunity Commission that is responsible
for enforcing the federal laws which makes it illegal to discriminate against the job applicant
on the basis of color, gender identity, religion, sexual orientation. In the ABC company
almost more than 60% of the total employees are covered by the EEDC laws. Also most of
the labour unions an dthe employment agencies which are connected with company.
you also need to explain how to establish
mechanisms to follow-up provision of career
development services, such as ‘performance

review’, ‘peer review’, ‘customer feedback and/or
survey’ etc.
How to establish mechanisms to follow up provision of career development services are
given below :
 Performance Review – Performance review is also known as performance appraisal or
performance evaluation that is evaluated by the top managers who are present. The
top managers use this to evaluate the performance of the employees. Performance
reviews specifies that the objective of the annual review which is used to provide all
regular university supervisors and staffs. The performance review is mainly done to
discuss job performance, set the goals for professional development, discuss
expectation and accomplishments.
 Peer review – However the peer review is something that is evaluated by the peers or
the workers who are working in the same organization. It is known to function as a
self regulation by a qualified member of the team with the relevant field. The peer
review is usually maintained or processed for determining the quality standards and
improve the performance and thus provide credibility. Peer review can be further
categorized by the type of work which is performed by the person. Examples of peer
review can be determined in areas of medical peer review, customer peer review.
 Customer feedback and/or survey - Customer feedback is known as the information
which is provided by the clients regarding their satisfaction or dissatisfaction with the
service or product or about the general experience gathered about the company. The
source of information is very important as because it improves the customer
experience and the company will be able to change the function or implement new
plans accordingly according to the feedback received. It is a great tool which is used

to measure the customer satisfaction and loyalty. This will help the company in
building a goodwill among the customers.
Karan, you need to add further details on how
the company ensure records storage, security
and privacy in accordance with professional and
organisational requirements and how to
establish referral procedures and contracts!
What do they need to do to the hard copies and
electronic documents storage?
The company can develop a record management security article where the company can learn
how to protect the company from the hackers, identifying the thieves, corporate spies and
details about the competitors. The company should understand the chain of custody which is
very important in smooth running of the company for a longer period of time. The company
should understand the chain of custody which is a more important aspect for the law firms,
medical practices and other industries. Hard copies are also very needy when it comes to
authenticity. For instance people might often ask for having the access to provide them the
hard copies of the secured data. Therefore in such cases the company cannot provide the soft
copies of data to them. The people who come to audit the companies might not be available
to see the soft copies of data. They are always known to require the hard copies. In case of
long term storage the hard copies are very beneficial as because people might require legal
purposes or for some personal reasons when storing the data. However when comparing the
security of the data which is in hard copy or in soft copy then the hard copies of data always
wins. It is only because of the physical storage, physical documentation of the data.

Also when it comes to digital scanning of data there is always a big room of error when
scanning the digital storage of data. Therefore the safety of the data or the hard copy is
always preferable.
Karan, for this part you need a career
development plan for the position of the
‘customer service’ as described in the scenario,
similar to the one you created for the role play
(but that one is for accounting position)! Use
similar template.
CAREER DEVELOPMENT PLAN
Section 1: Employee Information
Name: ADELE MALAISU Date of Employment: 08/05/2018
Current Position: SENIOR HUMAN RESOURCE
DEVELOPER
Pay Level: $5,000
Section 2: Career Goals
Short Term: Filling all vacant positions quickly , paying the monthly salaries and other benefits which are
related with the incentives, maintaining the attendance records of the employees and the leave history.
Maintaining the office related management works such as administration related work, cafeteria, canteen,
sanitary and washroom.
Providing the employees with daily, weekly and monthly MIS.

Getting the audits done, ensuring that the customers are visiting everyday.
Conducting various types of daily activities like birthday parties, festivals, games which are necessary
Up skilling the employees.
Long Term:
Ensuring the quality of the manpower.
Maintaining a low manpower cost, Ensuring the industrial growth
Succession planning, career growth to all the employees. Maintaining CSR, incorporating the technologies
which are related with the HR.
Maintaining a theory based culture of the employees.
Section 3: Development Plan Summary
A. Current competencies skills, knowledges and experiences
Skills Providing the employees with daily, weekly and monthly MIS, management skills,
accounting skills, financial analysis.
Knowledges Management focused knowledge
Experiences 5 years of experience
B. Development & training needs and skills required for current jobs and future goals
Needs & skills for current job Needs & skills for future goals
Employee relations Scheduling
Onboarding Teamwork
Human Resource Information softwares Collaboration
C. Action Plan Estimate time of completion
Step 1 Developing collaborative skills 1 month training
Step 2 Developing Scheduling skills 1.5 months
training
Step 3 Developing Teamwork skills 2 Week training

Step 4
Developing Employee relations skills
3 5 week training
Step 5
Notes:
