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    Friday, 9 November 2018

    Career development



    BY TOGARASEYI ZVOMOYO

    Career development or advancement is the sequence of positions occupied by a person during the course of his or her lifetime. This calls for organizations to adopt programs that ensures needed talent will be available and that minorities and women get opportunities for growth and development. This improves the organization’s ability to attract and retain highly talented employees.
    Individuals make critical choices about their careers long before they enter the workforce on a paid basis. This choice is influenced by relatives, friends, parents, teachers, television programs, and movies to mention a few. There are five career development stages namely Exploration {5- 24 years}, Establishment {25- 34 years}, Midcareer {35- 49 years}, Late career {50- 69 years} and Decline {70+ years}.
    Exploration stage is prior to employment hence not relevant to organizations. Establishment begins with search for work, securing employment and learning from encountered mistakes. There is steady job performance improvement. Midcareer- most people do not face serious career dilemmas until this stage. An employee’s performance can increase, level- off or decrease. An employee is no longer regarded as a learner at this stage and mistakes carry greater penalties. Individuals who successfully make the transition to this stage receive greater responsibilities and rewards. For others it is a time for re- assessment, job changes, adjustment of priorities, or pursuit of alternative lifestyles, going back to school, or making a major geographical move.
    Later career- for those who grew during mid- career, their late career is pleasant time to relax a bit and play the role of elder statesmen. The value to the organization lies in their judgment built up over many years, their varied experiences and their ability to share knowledge with others. Those whose performance stagnated or deteriorated during the previous stage, they will face realities that will not have a significant impact on the world they once thought. They will experience decreased work mobility, and will be locked in their job until retirement.
    Decline stage is difficult for everyone and ironically hardest for individuals who have had continued success in their early stages. After decades of achievement and high levels of performance, the time has come for retirement. One is forced to step out of limelight and give up a major component of his or her identity. For the modest or those who had their performance deteriorate over the years, it may be a pleasant time. Frustrations associated with work are left behind.
    Employees in the Establishment need training and mentoring to ensure they have abilities to perform their jobs well and to provide them with guidance and encouragement. Managers should be alert for employees who in midcareer, fail to understand that they are no longer learners and that mistakes now carries penalties. Disciplinary action is more likely to be necessary at this stage when employees start to show signs of insecurity. Younger employees will be perceived as threats, hence they appear to be frustrated, bored and burnt out. Managers should prepare to help employees who feel insecure and make their jobs more interesting or varied.
    Individuals in their late careers make excellent mentors and managers should exploit this resource. Employees in this stage undergo significant changes in personal priorities. They may prefer more free time, or a less stressful position instead of more money. Managers must recognize that decline stage is difficult for every employee to confront. Depression may occur and employees may become hostile and aggressive.

    For your HR and labor relations trainings, do not hesitate to conduct the undersigned.
    Mr Togaraseyi Zvomoyo is a Managing Consultant with Labor Standards Pvt Ltd an HR and Labor Consultants Firm and is an Associate Consultant with Industrial Psychology Consultants - IPC. He is also a part time Lecturer with Midlands State University and Reformed Church University in the Human Resources Management Dept – Harare Campuses and a PhD Student in Human Resources Management. You can conduct him on 0774 805 766 or email: tzvomoyo@gmail.com
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