Report on Establishing Career Development Services at ABCD College

This report provides a comprehensive analysis of career development services, focusing on the application of various theories, frameworks, and strategies within the context of ABCD College. The report begins by exploring the significance of career development in the modern era, discussing theories such as the Theory of Work Adjustment (TWA), Donald E. Super’s career development theory, and the social cognitive career theory. It then delves into practical strategies for career development, including feedback mechanisms, self-assessment practices, and goal setting. The report also outlines the codes of professional conduct and career development standards essential for the institute’s members. Furthermore, it proposes a professional development plan for a Principal Executive Officer, emphasizing formal learning, mentorship, and networking. The report also addresses the importance of maintaining relationships with professional peers and service providers, detailing actionable steps to foster effective communication and collaboration. Finally, the report examines career development theories in relation to specific target groups, including Holland’s theory of vocational types and Bandura’s social cognitive theory, providing insights into the development of career development needs for a specific target market.

Running head: ESTABLISH CAREER DEVELOPMENT SERVICES
ESTABLISH CAREER DEVELOPMENT SERVICES
Name of the Student
Nam of the University
Author Note

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Assessment 1
A very promising and new area of the research has been developed in the present era
which has very recently emerged in the field of career development. The research paper will be
describing the different types if theories, frameworks, models and strategies for the career
development in the ABCD college so that the workers and other existing staffs can continue with
their work in the office. The frameworks which will be described in the paper will be able to
distinguish between the reflective, communicative, and the behavioral communication
competencies. The career development competencies which will be analyzed in the paper are
reflection of motivation, reflection on the qualities, networking along with the other workers who
are working in the office, and lastly career control.
The theory of the work adjustment clearly describes and explains how the workers of the
company or an industry can properly adjust with their work in the workplace. It depicts the
adjustment as the interaction of the persons along with the working environment which is
denoted as P and E. The author clearly depicts the reaction of the element E along with the P and
provides the possibilities to interact along with each other. He clearly explains that as long as
both of the elements are interacting with each other till then the adjustments and the interactions
will be properly maintained in the workplace. Therefore in Theory of workplace Adjustments
(TWA) the work adjustments will be properly explained by the psychological positioning of both
the elements as because according to the author satisfaction of a person is known to drives the
behavior of the person.
Another theory which is proposed by the author Donald E. Super in the year 1950 where
he describes that there si a difference in the concept of psychology and trait factors where the

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author proposes the this theory of Super’s career development theory. He proposes that the
dominant factors of a person which are the different abilities and interests are very crucial in
determine the occupational choice of success. For this main reason the author has proposed a
vocational counseling where the aim of the training is to see whether the individuals are able to
match their abilities along with their abilities and other traits which are very much required in the
occupation of the individual (Bridgstock, 2019). The author Super has very clearly recognized
that the valuable contribution of the trait ad factors theory and also the matching model in this
theory is too much static and also insufficient in explaining the vocational behaviors. Super also
proposed that occupational choice should be seen as a unfolding process in the part of the
workplace. Which is the reason why he has proposed a model which is related with the
construction of the supplement theory factors that includes the career development stages and
also the career selection that is quite short term decision making that includes very serious
decisions an outcomes as a result (Lent and Brown, 2017).
Also another theory which was proposed by the author J (2019) which is the social
cognitive career theory that is relatively a new theory which has aimed to explain the three
aspects of career development – how to develop the basic and academic interest in the career,
how to make proper educational choices in life and how to work accordingly in a workplace, and
how career success is obtained in the life. The theory is also known to incorporate a variety of
new concepts for example the interests, abilities and environmental factors. Presently he has also
expanded the theories into several other factors which are psychological functioning, academic
performances, health behavior, and lastly te organizational development
Few of the strategies which can be very helpful in the career development are described
below:

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 Ask for the feedback – The management body of the ABCD college should be asking
proper opinion from the person who are working in the office or in the college which will
help them in understanding the human psychology of the people who are working with
them. Accordingly they will also develop various plans that will be able to add value to
the workers working in the environment. A proper feedback can also be asked from the
boss for any kind of contribution which is required in the present scenario.
 Conducting regular self assessment – This process will also be very much helpful if the
people who are working in the organization are trying to formulate an plan. According to
the author McMahon, (2016) others opinion are also equally important when a manager is
formulating any plan.
 Making proper goals which are manageable – The reason why the career planning is
much effective is the only reason for the implementation and thinking of a short term
proper goals and moving forward with the plan. According to the author it is very much
important to maintain small goals in life and in the workplace because it leaves a smaller
place for the mistakes and leads a person to plan better in life.
The codes of professional conduct and career development standards which the institute will
require for each and every member to do and how they can be implemented in a workplace are
properly described below :
 Promoting the aims of the institute, conduct himself or herself the credit upon the
profession and respect any confidence which is gained by the professional capacity.
 The members also should maintain the proper means of standards and extend the
usefulness of influence amnion the others who are working in the organization.

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 The workers and other members when working or are making and recommending any
statement should be doing it properly and fairly. They also should be taking
legitimate steps through proper channels to ensure the wholesome of the concerns in
the workplace.
 The person or the members who are working should be actively working out with his
or her responsibilities under the guidance of the professionals in the workplace. They
should also recognize his or her responsibility towards the environment towards the
students who are studying in the college and maintain the responsibilities to enhance
the profession.
 They also should be able to support the fellow members who are finding themselves
in a very difficult situation in the workplace.
 They also should be able to serve the interest of the public no matter what happens to
them and should be able to assist them in the career and the personal life in any
profession.
The author Baruch, Szűcs, and Gunz (2015) states the importance and the purpose of the
code of professional conduct in workplace and profession is to define the standards and ethics of
the professional behavior which the institute requires with the members who are working with
hem in order to attend the organizational goals. It also helps the members to gain a clear view of
the new applicants for the membership in the ethical and professional standards which may be
undertaken to make the public decisions by the members of the institute (Young and Domene
2018).
As a Principal Executive Officer of ABCD College a professional development plan will
be helping me in advancing my career and may come in the form of the formal learning which

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will also include the various types of internships or apprenticeship program and other activities
like attending various types of conferences along with the other members who are working in the
office. It will also include attending various types of seminars and networking. The things which
have to kept in mind before proposing a development plan is seeing that whether the institution is
willing to support the development plan which will be proposed. Next a mentor and a
professional leader will be required in order to show the path to the colleagues. Attending
various types of workshops and conferences will be much beneficial in the stage. Lastly setting a
proper timeline in identifying the time which will be required in identifying the steps which are
mentioned above (McCash, 2018).
The methods which has been identified in order to maintain a proper relationships with
professional peers and service providers is provided below.
Step 1 is to develop the minimum amount of trust in the workplace along with the colleagues and
working along with the team in establishing the career objective and organizational goals.
Step 2 is communicating well with the workers and other members in the workplace and also
speaking very clearly with them.
Step 3 is showing respect and courtesy to others who are working in the workplace.
Step 4 is to avoid abnormal gossips in workplace and to appreciate others and proving time to the
members to build relationships and avoid mistakes.
Step 5 is being positive ad share positivity among the workers.
Assessment 3

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The career development theories in preparation to work with specific target groups are described
below
Holland theory of vocational types – In this theory the approach is given to the attention of
the behavioral styles and personal types which fully focuses and influences the career choice and
development of a person in the workplace. The common themes which are found uin the theory
are that occupational choice are the expression of personality which are not random. Members of
the occupational groups have a similar personality and mindsets. People in each and every group
will be able to respond to the various situations very properly. Lastly the main theme is very
much given stress in the development of a person’s career is the occupational achievement
stability and satisfaction which is received from the work that depends on the congruence
between a person’s job environment and personality. The 6 Holland type of career development
according to the preparation of work are :
 Realistic people who are working with their hands, tools, machines view them as
practical reliable and mechanically inclined workers.
 Investigative people are those who would like to explore and solve various types of
problems by researching on new ideas and working methods.
 Artistic people are those who draws and expresses themselves by creating out new
designs through their working process and performance.
 Social peoples are those are those who are fully focused in helping those who are in need
and encourages them by providing them with a proper direction and planning.
 Enterprising people are those who are specially known for drawing influence on others.
These types of people are often found in the places of business, politics, managements
and sales.

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 Conventional individuals are those who like with working on various types of data and
numbers in a set of procedural way like the proposed methodology. These types of people
are known for paying much attention in their work and follow a detail of work.
Bandura’s social cognitive theory in career development
This model is known to express the way the people should be interacting with the
environment and should be learning from the others how to becoming a good motivator in
the career development. According to the author this theory was developed and proposed in
the learning outcomes of the beliefs of an individual about the positive and negative outcome
from a certain type of behavior. This theory fully focuses on a person’s belief that they are
capable of performing an action which they desire. The outcome which will be produced is
known as the expectation outcome. Whereas if the person has successfully developed the
certain amount of expectation then it will be called as efficacy expectation (Sides and Center
2017).
The process through which a person will be able to develop and analyze the career
developmental needs of the specific target market are :
 Reviewing the team member’s job description
 Meeting them and proposing seminars with them.
 Observing them and their work.
 Gathering additional data and proposing a development plan.
 Analyzing and preparing the data.
 Determining the actions steps and outcomes.
Support systems and resources required to provide high-quality career development

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 Career development path information which will be provided in a number of formats
such as information, graphs, guidebooks, and management systems.
 Competency assessment tool that will be able to evaluate the work in progress of the
development
 The individual personal development plan will be able to record down and tack the
progress in line with a planned career development method.
 The personal competency profiles will be validating an document employee
competencies and assess various skills of the employees.
 Formal development programs incorporates a variety of trainings, assessments and
learning objectives to support career advancement.
The effective action-planning skills in career development counseling services are Self
assessment skills, career information, decision making skills and career planning skills. First and
foremost the person has to identify the career options and develop a refined list of career options
by examining the interest and through self assessment techniques. Then the person has to make
proper comparison among the career options and prioritize them accordingly. Lastly setting
smart goals.
Assessment 4
Executive Summary
The purpose of the paper is to develop various strategies for the career development
services which will be reflecting the contextual needs and aspirations for the VET trainers and
assessors. It will be also establishing mechanisms which will be aligning the strategies that will
be proposed in the topic. In the next part of the report the strategies will be implemented just to

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ensure that the record storage, security and privacy in accordance with the professional and
organizational requirements are met. The last part of the report the paper will be establishing
referral procedures and contracts and end with a proper conclusion.
Develop strategies for career development services
 Set and communicate clear goals – This is the most important part of getting to know
what is actually wanted in an assessment. Once a clear path is designed and derived then
it will be very easy for the person to set out the goals with the managers and mentors.
 Creating an open feedback loop – It is also veryt important to maintain a feedback loop
with assessing high quality and timely feedback services from the managers and the
members of the organization. Furthermore this generation of generation of feedback will
be helping in gaining more information from the career path that is created by the
members or the assessor. This process refines the original goals of a person.
 Embracing new challenges – According to the author (Arthur and McMahon 2018) a
person should be always be working to proactively in identifying new projects that will
be helping to advance in the career. This will be giving rise to new opportunities and
strategies in the overall career plan.
 Create a portfolio of the accomplishments – According to the author McMahon
(2018)portfolios are not only meant for the artist it can also be used in the workplace
which can be a great assessor for the career development. As a collection of the great
stories the portfolio which will be created can tell a great story behind the resume or the
cover letter McCash, (2018).
 Networking – According to the author McCash, (2018) networking also is a very
essential aspect of professional development as because it is a very valuable skill which

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will serve throughout the whole career life. A very strong and proper network will be
enabling the workers and members to discover new jobs in the place.
Establish mechanisms to follow-up provision of career development services .
 Understanding the needs of the clients – The top management should understand the
needs of the clients is one of the basic needs or the starting point of the good client
focused careers guidance and adoption. According to the author McCash, (2018) the
career development staffs should be given proper training which will assure that the
student will be able to explore with his own interest and motivation.
The strategies which will ensure the records storage, security and privacy in accordance with
professional and organizational requirements are provided below :
 Identify and prioritize the confidential information the manager of the company will be
able to prioritize the data and customer information or the employee record systems are
the easiest places where people can start analyzing the data as because the other types of
data collection techniques are maintained automatically.
 Studying the current information flow and calculating the risks is also very essential in
understanding the current flow of work which should be performed both procedurally and
practically. This will help the person to see how the information flows in the
organization.
 Determining an appropriate access and usage of the information in distribution policies.
This is fully based on the distribution policies for various types on confidential
information ( Miller, Sides and Center 2017).

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 Implementing a proper enforcement and monitoring system which will help the student
in having the ability to monitor an enforce various types of policies which will be
beneficial for the company or the organization where they are working. It can be useful in
place of airports where the security is the first priority.
The two types of different referral programs which are required in over here are described below:
Direct referrals is the program where simple the existing client of a company refers a person in
the organization. According to the author most of the cases the existing employee of the
organization who refers a person in th accompany si supported by a bonus payment which keeps
on motivating the employees to gather more employees.
Implied referrals are those where in this type of referral program the existing employee of the
organization can do another employees work or else work for someone. This sets up a situation
where your friend or a neighbor might be simply asking the existing employee to imply an
referral program.
Conclusion
In order to conclude the above paper it can be said that creating a development plan
accelerates the growth and opens up opportunities. A person will know his or her new strengths
and weaknesses. This will in a way leverage the opportunities in the growth. The following paper
has included the strategies which are required to develop a proper plan in career development. It

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has also established various methods and methodologies and has proposed mechanisms which
will help the reader to follow up provisions.

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