Transcription of Strategies for Career Development
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Strategies for Career Development
HR Response to Organisational Change1 Strategies forCareer Development :Promise, Practice andPretenceWendy HirshCharles JacksonIESR eport 305 RSupported by the IESR esearchClubtheInstituteforEmploymentStud iesSTRATEGIES FOR Career Development :PROMISE, PRACTICE AND PRETENCEO ther titles from IES:Managing Careers in 2000 and BeyondC Jackson, J Arnold, N Nicholson, A WattsIES Report 304, 1996. ISBN 1-85184-230-6 Careers in Organisations: Issues for the FutureW Hirsh, C Jackson, C JacksonIES Report 287, 1995. ISBN 1-85184-213-6 Personal Development Plans: Case Studies of PracticeP Tamkin, L Barber, W HirshIES Report 280, 1995. ISBN 1-85184-206-3 Development Centres: Assessing or Developing People?C Jackson, J YeatesIES Report 261, 1993. ISBN 1-85184-185-7 Careers Counselling in Organisations: the Way ForwardC JacksonIES Report 198, 1990. ISBN 1-85184-106-7A catalogue of these and over 100 other titles is available from 305 Wendy HirshCharles Jacksonwith:Polly KettleyPenny TamkinCarole JacksonStrategies for CareerDevelopment:Promise, Practice andPretencetheINSTITUTEforEMPLOYMENTSTUD IESA study supported by theIES Co-operative Research ProgrammePublished by:THE INSTITUTE FOR EMPLOYMENT STUDIESM antell BuildingUniversity of SussexBrighton BN1 9 RFUKTel.
Strategies for Career Development 3 Alignment with business needs tends to segment strategies What is clearly happening is that beneath the general rhetoric of career development (most often about supported self-development), real strategic positions vary from one part of the workforce to another:
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