A. Entrance Competencies:Students are expected to have an understanding of the global and competitive challenges of organizations, the role of human resources in strategic planning, the human resource management functions of work assessment, job design, and performance management, and the psychology of motivation and satisfaction.
B. Exit Competencies:
Upon completion of this course, students will have a working knowledge of the theories, models, components, and practices of modern organizational career development and will be able to devise career development programs for their organizations. Students will:
1) Understand and integrate the content and process theories of work motivation for individual career counseling.
2) Know the theories of career planning.
3) Become familiar with self-assessment tools such as the Keirsey Temperament, Career Anchoring Pattern, Values Inventory, Strong Campbell Interest Inventory.
4) Perform life and career assessment for individual career planning.
5) Be able to create a personal career/life plan.
6) Recognize employee stages of career development and identify individual career anchoring patterns for career planning.
7) Create an individual career development plan within an organizational context.
8) Practice a human resource manpower skill and needs assessment for the development of a career development program.
9) Outline the steps of developing an organizational career development program.
10) Discuss the trends and practices of organizational career development.
11) Acquire knowledge and techniques to implement a succession planning program.
12) Understand the characteristics and stages of mentor/learner relationships for the development of mentoring programs.
13) Learn the importance and techniques of establishing an organizational retirement program.
14) Diagnose positions for job enrichment as a career development tool.
15) Learn and practice career coaching and counseling techniques.
16) Discuss and use Career Path Analysis for employee placement and development.