Page 15 - shamadan 2

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ÍÃÔØ◊≈ÂÓ’ ’øÓ Áπ¡≈≈ ’Ò≈ÂÓ’ ¯Ø‡Ø◊Ã≈¯∆ Á∂ »Í «Ú⁄ «¬‘ Ï‘π ‘∆ √πøÁ ¡Â∂ ⁄È≈ÂÓ’ ’Ò≈
Ó≈«Ë¡Ó ω «◊¡≈ ˛Õ √≈Ë≈‰ ¯Ø‡Ø◊Ã≈Î ¡µ‹’Ò∑ Ï‘π ‘∆ √πøÁ ÍÃÔØ◊ ’’∂ ÈÚ∂∫ √»Í «Úµ⁄ odified
as additional information is received without a great loss of career efforts because of experi-
ence/knowledge transfer from one career to another.

(d) Making career choices and decisions - the tradiationl focus of careers interventions.
The changed nature of work means that individuals may now have to revisist this process
more frequently now and in the future, more than in the past.

(e) Managing the organizational career - concerns the career management tasks of indi-
vidual within the workplace, such as decision making, life-stage transitions, dealing with stress
etc.

(f) Managing ‘boundary less’ career - refers to skills needed by workers whose employ-
ment is beyond the boundaries of a single organization, a workstyle common among, for
example, artists and designers.

(g) Taking control of one’s personal development - as employers take less reponsibility,
emplyees need to take control of their own development in order to maintain and enhance
their employablity.

Career Planning
Career planning is a subset of career management. Career planning applies the concepts
of Strategic planning and Marketing to taking charge of one’s professional future.

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