Career Development Flashcards

1
Q

Process by which employees progress through a series of stages in their careers, each of which is characterized by relatively unique issues, themes or tasks.

A

Career Development

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2
Q

The actions and activities individuals perform to give direction to their work lives.

A

Career Planning

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3
Q

The process of preparing, implementing, and monitoring an employee’s career path with a primary focus on the goals and needs of the organization.

A

Career Management

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4
Q

Details an employee’s intentions and learning outcomes as well as the support necessary to meet the employee’s tangible growth goals.

A

Individual Development Plan (IDP)

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5
Q

Often associated with technical skill development.

A

Apprenticeships

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6
Q

Employee movement between different jobs.

A

Job Rotation

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7
Q

Occurs when the employee is given additional, different tasks within the same job.

A

Job Enlargement

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8
Q

Increases the depth of a job by adding related responsibilities such as planning, organizing, tracking and completing reports.

A

Job Enrichment

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9
Q

Involve assuming new and different duties of a different position at a higher grade or assuming a position that involved increased responsibilities and the acquisition of additional knowledge, skills, or abilities in the same line of work.

A

Promotion

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10
Q

Usually the result of staff reductions, consolidations, or reorganizations; an attempt to move an underqualified employee to a more suitable position; or an employee’s request.

A

Demotion

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11
Q

Involve moving an individual to a different position at the same pay grade and with the same amount of responsibility.

A

Transfer

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12
Q

Provide a meaningful career path for professional and technical employees without requiring that they be placed in supervisory or managerial positions.

A

Dual Career Ladders

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13
Q

One-on-one discussions between an employee and an experienced individual.

A

Coaching

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14
Q

Developmentally oriented relationship between two individuals (the mentor and the mentee, sometimes called the protege).

A

Mentoring

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15
Q

Often developed in response to a specific organizational issue or development need.

A

Formal Mentorship

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16
Q

Evolves in a more spontaneous manner and is generally initiated by the mentee self-selecting someone who he or she admires or believes could assist with their career development.

A

Informal Mentorship