In this following study, a career plan report and presentation will be analyzed, along with this career development theory and HRM practices will be also elaborate. To discuss career intervention and its benefit, various types of career development strategies will be demonstrated within the study. As for the self-analysis section, KSAs analysis is also presented. Furthermore, personal goals and career path demonstration will end the entire study, including with major effectiveness.

Career Development Theories

The study or theory of career path, vision, ambition, and behavior is called career development theory (Zacher et al., 2019). Within different types of career development theories, I like to believe in Bandura’s Social Cognitive Theory for my career guidance and future growth. Designed by Albert Bandura, this theory grows someone with their self motives and behavior based on individual earlier experience (Brown & Lent, 2019).

Real Life implications

One of my own experiences, which can be directly relied upon the above-discussed theory, a maximum time I learned useful and effective skills and behavior to observe my school teachers and seniors. I have polished my business technical skills from my department senior, as I observe them frequently how they are dealing with their uncertain academic situation. Alongside, I have improved my altruistic behavior thinking by observing my parents helping the homeless person (White, Habib & Dahl, 2020).

Career Interventions

Career counseling

Career intervention suggests the career counseling practices which depend on ambition planning, career exploration, career decision making, vocational and technical choices, job selection and entry, work adjustment, and ultimate plans for retirement (Park et al., 2020). Including different types of steps of career intervention, I would like to suggest the career counseling aspect is more useful and effective for me. Starting from career desires to career achievement, real progress will be organized through a counseling process such as career opportunities, education selection, higher study orientation, help with a job search, building satisfaction in an organization, and final achievement from a pre-desired job or career.

During my pre-education, my career counselor helped me to encourage my greater understanding of the technical study and its future uses. Through these, I can grow my personality, interest, value, and attractiveness about the subject and make myself somehow extraordinary to others.

Career Development Strategies in local contexts

Career development identifies a process of improving an individual personality and anticipations the upcoming opportunities and career objectives. The practices can be useful by an organization’s HRM practices within their employee’s skills and workability development during current and future warframes in terms of their individual growths and organization success (Jahan, 2022). I assume that a career path can ensure an organization’s future as they step up their new ladder and hierarchy. Since career development is used for future developments and opportunities, thus it can be addressed for me as a long-term orientation.


A few important and effective strategies that are used for the major organization HRM practices are described below:

  1. Need to identify the reason for career development by the HRM department.
  2. Understand the social and demographic trends.
  3. Developed different kinds of work structures.
  4. Multicultural workforce along with different job roles.
  5. Technological advancement
  6. Work productivity and employee-centric atmosphere.
  7. Needful changes in organizational philosophy and practices.

Career Planning Practices in the local and global contexts

Career development practices (CDPs)

During a selection of competency-based elements, the career developments program can be wisely helpful for an organization’s growth and its employee work structure. Career development practices (CDPs) are one of the most effective and useful practices by major organizations (Smith et al., 2018). Multiple individuals follow the different supports from their effective zone, and it can up helming their individual knowledge, establish, maintain, and helps to sustain their future careers. A 360-degree support approach will be usefully and effectively used by the major organization for their employee appraisal.

360-degree support

The approach of 360-degree support can be developed via individual supporters such as supervisors, peers, mentors, networks and family members, and so on (Pinnington et al., 2022). In the cycle, individuals play a significant role for the center candidate or the employees. Furthermore, the cycle can be effectively increasing the career opportunity for the employee and can push the employee towards his success and her desired position.


Figure: 360-degree support cycle

(Source:, 2022)


Knowledge, skill, and abilities (KSAs)

Knowledge, skill, and abilities (KSAs) are then prioritized and the most common practices by the HRM department (, 2022). KSAs in the description or attributes determined by a student itself. As my future desired role is a payroll manager of an organization, then I should have to focus on my demonstrated activity, analytical thinking, and leadership skills to align the expenses within the budget. In the knowledge section, I have demonstration power; in the skill section, I have analytical thinking; and in the ability part, I have superior leadership power of decision making, including motivating my followers. In the skill and ability section, I have to be more concerned about my communication gap and facilitation skills, respectively. Poor public speaking and facilitation skills are both weak points that I discovered during my academic career and my entire career development program.

Skill and abilities need to improve.

I have to use Bandura’s Social Cognitive Theory – observation aspect for mitigating my above analyzed weak points within my career and future activities. I have to positively concentrate on my teacher’s and mentor’s recommendations that are given to mitigate my weaknesses and place myself in a sustainable and effective career.

Identification of personal goals and career paths

As a student, my short-term goal should be to pursue an effective internship within 1 to 2 years, and my long-term desire will be to serve as a financial manager or Chief investment officer for an organization.

S.M.A.R.T. goals

Presently, as a student, my first priority is my education and as well as setting my S.M.A.R.T. goals for my future (Solutions, C. I. T., 2018). Succeeding in college is alternatively known as succeeding in life. So this is the most important place where I have to set my goal, attitude, plans, and priorities to manage my valuable time, my studies, my social life, and my best to reach my desired work position.


The entire study can be focused on the importance of career development and its effectiveness on an individual’s work abilities. Including career intervention and career planning practices, the study can complete its identification of individual personal goals and their effectiveness to build a sustainable and wishful career path.

 References (2022). Retrieved 13 April 2022, from

Zacher, H., Rudolph, C. W., Todorovic, T., & Ammann, D. (2019). Academic career development: A review and research agenda. Journal of Vocational Behavior, 110, 357-373.

Brown, S. D., & Lent, R. W. (2019). A social cognitive view of career development and guidance. In International handbook of career guidance (pp. 147-166). Springer, Cham.

White, K., Habib, R., & Dahl, D. W. (2020). A review and framework for thinking about the drivers of prosocial consumer behavior. Journal of the Association for Consumer Research, 5(1), 2-18.

Park, I. J., Rie, J., Kim, H. S., & Park, J. (2020). Effects of a future time perspective–based career intervention on career decisions. Journal of Career Development, 47(1), 96-110.

Jahan, S. (2022). Career Development | Human Resource Management. Human Resource Management | A School of Human Resource Management. Retrieved 13 April 2022, from

Smith, M., Bell, K., Bennett, D., & McAlpine, A. (2018). Employability in a global context: Evolving policy and practice in employability, work-integrated learning, and career development learning.

Pinnington, A., Aldabbas, H., Mirshahi, F., & Pirie, T. (2022). Organisational development programmes and employees’ career development: the moderating role of gender. Journal of workplace learning. (2022). Retrieved 13 April 2022, from

Solutions, C. I. T. (2018). Get SMART about your career development. CIT, 61(2), 6207.


























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