Report: Establishing and Maintaining Career Development Services

This report focuses on establishing career development services, covering various aspects such as career development theories, standards, and practical applications. It explores social learning theories, career development standards, and regulatory requirements. The report delves into planning for professional development, applying career development standards in work roles, and maintaining relationships with service providers. Furthermore, it examines career development theories in relation to specific target groups, analyzing their needs and planning for support systems. The report also emphasizes effective action planning skills, ongoing professional support, and strategies for career development services that reflect contextual needs. It highlights mechanisms for follow-up, referral procedures, and a review of career development theories and service delivery strategies. The report concludes with strategies to improve quality development services and a discussion on career development plans of action with stakeholders.

ESTABLISH CAREER
DEVELOPMENT

Table of Contents
INTRODUCTION ..........................................................................................................................4
MAIN BODY...................................................................................................................................4
Description on career development theories...............................................................................4
Define career development standards and its impact on career development services...............5
Application of regulatory requirements, policies, guidelines and resources. ............................5
Planning for ongoing personal professional development. ........................................................5
Application of career development standards for all aspect of work role...................................5
Establish and maintain relationship with service providers and professional peers...................6
TASK 2............................................................................................................................................6
Application of career development theories in preparation to work with specific target groups.
.....................................................................................................................................................6
Analyse career development needs of specific target groups. ...................................................6
Plan for support system and resource provide for high quality career development service
delivery. ......................................................................................................................................7
Application of effective action planning skills in career development counselling services......7
Define establish ongoing professional and follow up support for client of career development
services. ......................................................................................................................................7
TASK 3............................................................................................................................................8
Define strategies for career development service that reflect contextual needs. .......................8
Encourage individual to commit to, access and career development service.............................8
Description on to establish mechanism to follow up provision of career development service. 8
Establishment referral procedures and contacts..........................................................................9
TASK 4............................................................................................................................................9
Review career development theories and service delivery strategies. .......................................9
Advocate target group and individual career development needs. .............................................9
Define strategies to improve quality development services. ....................................................10
Discussion on career development plan of action with key stakeholders.................................10
CONCLUSION .............................................................................................................................10

...................................................................................................................................................10
REFRENCES ................................................................................................................................11

INTRODUCTION
Career development termed out as to lifelong process that managing learning, work,
leisure and transition in terms to move toward personally determined and aids to evolve with
preferred future (Bahtic, Burgess and Nankervis, 2020). With the use of career development
approaches, the enterprise can able to plan structure more effectively and efficiently. In addition
to this, career development is termed out as process that governed by the ability to communicate
clearly and effectively.
The present report is based on to establish career development services that assist to carry
out career development activities effectively. Furthermore, report will based on career
development theories. Also, code of professional conduct and career development standards.
Henceforth, application of career development standards to all aspects of work role. Thus,
assignment will implement the plan of action that ensure record storage, privacy and security in
terms with professional and organisation requirements.
MAIN BODY
Description on career development theories.
Career development theory is termed out as procedure with help of which person career
identity that formed from childhood through a lifetime ( Stambulova, Ryba and Henriksen,
2020). Henceforth, career development theories termed out as-:
Social learning theories of career development-:
This is theory that put consideration on the heredity, environment and learning
experience and task approach. Hence, there are number of components that influences
behavioural and career choices are termed out as-:
 As per this theory the role of counsellor is to assist people to create satisfying lives for
themselves.
 Thus, counsellor can support to shape the environment and make the whole activities
conducive to learning.
 The role of the counsellor is to encourage the client so that they can actively engage in
the task that aids to maintain the exploratory attitude and helps to generate unplanned
career opportunities.
 This theories aids to put consideration on learning process that defines that how its
impacts vocational choice and change (Moskal, 2020 ).

Define career development standards and its impact on career development services.
Career development standards assist the organisation future trends to assist employees in
terms to create the more realistic career development standards. Effective career development
standards aids to enhance the employee motivation and productivity (Zhang, Yuen and Chen,
2020).
Henceforth, career development services is one of the comprehensive framework that
assist the student in everything career development information. Thus, its impact on career
development service are termed out as-:
 To make contribution in building career resilient workforce.
 Its leads to empower individual to self manage their careers.
 It supports enterprise to address the skill shortage and labour.
Application of regulatory requirements, policies, guidelines and resources.
In this, it can be stated that the all All people and organisations must be complied with
relevant legislation to which they are subject. This includes prescribed laws, regulations and by-
laws. Organisations need to determine their legislative obligations.
Planning for ongoing personal professional development.
Professional development plan termed out as employee development plan that used to
document career goals and set out the plan of action on how to meet out the goals (Sanfey and
Gantt, 2012). Thus, good professional development planning will be consisting such as-:
 To address the needs of individual that assist to improve practice and grow
professionally.
 Planning must be conducted by focussing on to bringing improvement to carry out
overall goals or professional development.
 To put the focus on emotional intelligence.
 To being out the activities in terms to improve time management skills.
Application of career development standards for all aspect of work role.
Thus, career development standards needs to be based on following aspect of work role such as
are-:
 To enhance communication skills.
 To carry out better flexibility and adaptability.

 To enhance the interpersonal abilities.
 To have the ability to make decision and to sort out the issues.
Establish and maintain relationship with service providers and professional peers.
Trust, teamwork and communication are the key that aids to build out effective working
relationship (Sanfey and Gantt, 2012.). Thus, to maintain relationship with service providers are
outlined as-:
 Develop trust with colleagues- This is crucial to guiding the confidence not gossiping.
 Work with team- In this, exchanging ideas with team members aids to carry out the
whole things professionally and in effective manner.
 Communicate well- In terms to work well, the communication skills must be improved
with listening to others and speaking clearly.
TASK 2
Application of career development theories in preparation to work with specific target groups.
The career development theories such as social cognitive career theory aims to determine
the key predictors and underlying theoretical mechanism of college athlete career development
planning process for life after sport. Thus, application of the social cognitive theory aids to
determine the social influences and its focus on external and internal social reinforcement. It is
the that is effective in considering over to person past experience (Sanfey and Gantt, 2012.).
These pas experience highly influences reinforcement, expectation and expectancies. It is the
theory assumes that change in the environment leads to change in person but this is not always
true.
Analyse career development needs of specific target groups.
Career development programs are mainly designed to meet out the specific needs and
requirements of a particular group of employees. Henceforth, there are contrary groups in an
organization that covers Fast-track Employees, entrenched employees, supervisors, executives,
new employees, women, employees with disabilities etc.
Fast track employees- They are the star performers who have more potential to do things quick
and in upward movers. These employee needs to have continual technical skills ((Moskal, 2020
)).

Career programme for entrenched employees- They undergo restructuring and cutback due to
recession and streamlines the activities and operation. In addition to this, they offer ongoing
career development training and outplacement assistance to them.
Career programs for supervisors- The need of the supervisor is different from other
employees. This can be provided with continual training, coaching and to recognise the special
skills in employee. In this, there is requirement to integrate counselling on performance appraisal
system.
Career programmes for women- There are enhancing number of women entering into the
workplace. It aids to identify the issues and challenges they face on regular basis. HR to the
enterprise must put the special efforts to increase the abilities and capabilities that motivates to
perform better.
Plan for support system and resource provide for high quality career development service
delivery.
Supervisor support for career development also improves how employees view their
future at an organization. In addition to this, the benefit of supervisor support is increasing the
likelihood of employees must giver sufficient opportunities that assist to develop skills in terms
to move forward in the careers. In addition to this, supervisor support for training and
development leads to beneficial outcomes for both employees and their organizations (Moskal,
2020 .
Application of effective action planning skills in career development counselling services.
Developing an action plan aids to change-maker that vision reality that aids to enhance
the efficiently and accountability within enterprise. Therefore, communication, active listening
are he skills that aids to undertake counselling services effectively.
In this, communication skills plays crucial role to counsellors to perform services that
aids to administering and interpreting career assessment to clients and also helps to conduct the
mock interviews. Active listening aids to give client full attention and this allows career
counsellors to observe non-verbal gestures as well as listening to client words.
Define establish ongoing professional and follow up support for client of career development
services.
The ongoing professional and follow aids to children to make effective support in career
development services. In addition to this, Career Development Services offers comprehensive

services to assist students in everything career related. Therefore, the activities that leads to
contribute in professional growth and development. There are termed out as-:
 To put focus on to continuing educational activities.
 To take participation in professional organisation.
 To leads to improve job performance.
 To enhance duties and responsibilities.
 To have effective and skill based training.
 To identify the approaches that assist to undertake better professional development.
TASK 3
Define strategies for career development service that reflect contextual needs.
Career development activities and resources aids to train, motivate and challenge the
employees to build and enhance greater productivity within the workplace (Moskal, 2020).
Therefore, ideal employees for employees is a kind of opportunities that allows to interact with
customers. Additionally, career development service is organized approach that used to match
employee goals along with the business needs of agency in support of the workforce
development initiatives. Thus, main purpose of career development is to enhance the current
employee job performance.
Encourage individual to commit to, access and career development service.
The main key to actively developing employees is to set relevant, achievable goal to
attend desired objectives. It also allows to set and discuss the employees goals on the annual
basis. It leads to setting and to review the process with help of creating the quarterly goals.
Therefore, this can be stated that continuing growth include of things such as continuing
education, participation in professional organizations, enrolment in training programs, research,
improved job performance etc.
Description on to establish mechanism to follow up provision of career development service.
Career development path provides employees an ongoing mechanism that enhance their
skills and knowledge that leads to mastery of their current jobs, promotions and transfers to new
or different positions. With use of Implementing career paths may also have a direct impact on
the entire organization as this leads to improving morale, career satisfaction, motivation,
productivity, and responsiveness in meeting departmental and organizational objectives.
Therefore, employee career paths mainly includes-:

 It leads to put focus on business case for creating career paths and ladders.
 HR's role in the development and implementation of career paths.
 Developing traditional career paths and ladders.
Establishment referral procedures and contacts.
In this, this can be termed out as referral is a procedure that mainly used to resolve issues
such as concerns over the safety or benefit-risk balance of a medicine or a class of medicines. An
employee referral program defined as to organized and structured program employers use to ask
existing employees to recommend candidates for open positions. In addition to this, employee
referral is an internal method that assist to find and hire the best talent from employees' existing
networks.
TASK 4
Review career development theories and service delivery strategies.
Career strategy is term that defined as structured approach that leads to develop
organisation culture, capabilities and resources and this also leads people to successfully
navigate their career (Moskal, 2020). Henceforth, the career development theories are as-:
 Self concept theory
 Holland theory of vocational in work environment.
 Social cognitive career development approach.
To deliver the service of high quality is significant approach that assist to pursuit for
service provides that seek to create and offer value to other customers. Therefore, the good
planning and effective execution of the developed delivery plans are the key factors for service
delivery system.
Advocate target group and individual career development needs.
In this, it can be stated that designing and developing a career development program, it is
very essential to examine the requirements of the targeted group. However, there are some of the
common programs that can be used for all groups within the organizations.
Define strategies to improve quality development services.
Quality improvement strategy that defined as intervention that aimed to reducing the
quality gap and to build out the better career development services. Thus, strategies to improve
quality services such as-:
 To establish the culture of quality into practice.

 To determine and priorities the potential areas for improvement.
 To train the employees on the regular intervals.
 To provide better career development opportunities.
Discussion on career development plan of action with key stakeholders.
Stakeholder consultation inclusive of the development of constructive, productive
relationships over the long term. Therefore, this can be stated that this results in a relationship of
mutual benefit. This enables us to identify trends and emerging challenges which are currently or
will in the future impact on the business. However, key stakeholders mostly get involved into
strategic planning are those having a vested interest in the success of the organization (Moskal,
2020). They include employees, unions, customers, vendors, shareholders, regulatory agencies,
owners, supply chain partners, community members, and others who depend on and/or serve the
organization.
CONCLUSION
Hereby, this can be summarized that career development termed out as programme that
assist to match individual needs, career goals and allows to build better future opportunities in
enterprise. Furthermore, code of professional conduct and career development standards has
been outlined to develop better career activities. Henceforth, application of career development
standards has been outlined in terms to all aspects of work role. Thus, assignment has outlined
the action that ensure record storage, privacy and security in terms with professional and
organisation requirements.

REFRENCES
Book & Journal
Bahtic, M., Burgess, J. and Nankervis, A., 2020. Go Back to the Beginning: Career Development
and the Challenges of Transitioning From the Military to Civilian Employment. In Career
Development and Job Satisfaction. IntechOpen.
Stambulova, N.B., Ryba, T.V. and Henriksen, K., 2020. Career development and transitions of
athletes: The international society of sport psychology position stand
revisited. International Journal of Sport and Exercise Psychology. pp.1-27.
Moskal, M., 2020. Gendered differences in international graduates’ mobility, identity and career
development. Social & Cultural Geography. 21(3). pp.421-440.
Zhang, J., Yuen, M. and Chen, G., 2020. Supporting the career development of technical
education students in China: the roles played by teachers. International Journal for
Educational and Vocational Guidance. 20(1). pp.169-190.
Sanfey, H. and Gantt, N.L., 2012. Career development resource: academic career in surgical
education. The American journal of surgery. 204(1). pp.126-129.