Techgue | Technically, a career is a series of jobs that someone does while they are still active. In the process, someone definitely wants to get a good career in an organization and to get it, good career management is needed.
Career management itself is a process when an organization is sure it has people with the right skills, at the right time. This is why, in career management, there is the involvement of the manager's role as a person who can apply it appropriately.
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In implementing career management there are several things involved, one of which is career development. In practice, career development is divided into two, namely traditional and modern. So, what is the difference between traditional and modern career development?
Career Development Theory
Before discussing the differences between modern and traditional career development, let's first review the theory. Technically, career development is an effort to increase, improve, grow, job satisfaction, knowledge and employee abilities.
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This is done to ensure that people with the right qualifications and experience are available when the company needs them. This is why career development is often linked to employee and company success.
To ensure career development runs well, organizations must prepare employees with certain qualifications and experience. If certain qualifications are not found within the ranks of employees, management is responsible for providing activities to develop this potential.
This fact is in line with career development theory according to Siagian (2007), namely personal changes that a person makes to achieve a certain career level. Stone also expressed the same thing in Gomez (2003). According to Stone, career development is related to activities to prepare an employee to be ready to occupy a position in an organization.
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As previously mentioned, career development has two types of approaches, namely traditional and modern. The difference between traditional and modern career development can be seen from the approach. To understand this better, let's first discuss the goals of career development in an organization.
Career Development Goals
In general, the goal of career development is to ensure the superior quality of human resources (HR) in an organization. Whether we admit it or not, HR plays an important role in the sustainability of a company. This is why career development is included in the main tasks of organizational management.
According to Dubrin (1982), there are several career development goals that need to be known:
- Helping achieve individual and company goals, namely, having employees who are successful and have good work performance.
- Improving employee welfare relations with the company so that the level of HR loyalty is higher.
- Helping employees recognize and have the desire to increase their potential so that there is an effort to occupy certain positions that require their expertise.
- Improve the relationship of responsibility between individuals and companies. This means that the company cares about employee career development and employees will increase their loyalty.
- Help strengthen the implementation of company programs that want to be realized.
- Minimize the number of employee resignations due to dissatisfaction with the work environment and lack of potential to advance career paths.
- Minimize the presence of employees who are less competent or easily bored with their position in a company.
- Integrating the company's vision and mission and employees so that the work environment can be more conducive.
- Ensure that each position has employees with the right qualifications and competencies so that performance increases.
- Proving that in a company there is social responsibility in terms of career development and creating a healthy work climate and employees with a conducive mentality.
Traditional Career Development
In applying career development theory, a company must apply a certain approach that they think is appropriate to the company's environment and climate. Among these approaches are traditional and modern career development approaches.
To find out the differences between traditional and modern career development and their pros and cons, let's review the characteristics of each. Technically, traditional career development approaches tend to be oriented towards organizational interests.
To find out the differences between traditional and modern career development and their pros and cons, let's review the characteristics of each. Technically, traditional career development approaches tend to be oriented towards organizational interests.
This is clearly in contrast to the modern approach. As a reference, Robert (1999) stated that several of the things below include characteristics of traditional career development, namely:
- The traditional approach assumes that environmental change is gradual and predictable. This is why in the traditional approach, career development is often associated with a fixed career path.
- The traditional approach believes that the development and success of an individual's career is identical to the number of awards, trophies or trophies obtained during work.
- The main focus of traditional career development approaches is fixed long-term goals.
- The traditional approach targets promotion according to level in an organizational or company structure.
- The traditional approach believes that career development goals depend on the employee's age.
- Career development with a traditional approach tends to be rigid with development that never goes through re-testing.
- Employees in career development traditionally tend to depend on the fate of their work on the company. In other words, they assume that the organization will plan and direct each employee's career.
Modern Career Development
Meanwhile, in the modern career development approach, employees do not only act as planners or objects, but also as career strategists. This is why the characteristics of the modern approach are very different from the traditional approach.
Based on the description put forward by Robert (1999), the characteristics of modern career development are:
- According to the modern approach, career paths can change with changes in the environment and cannot be predicted.
- For the modern approach, career development is related to society's view of the company. Companies with qualified employees and appropriate competencies are definitely considered more professional by consumers or clients.
- The main focus of career development with a modern approach has dual aims, namely long and short term.
- In the modern approach, the plan used is multidimensional, meaning that several goals are grouped to meet career needs in an individual's life,
- The modern approach believes that career development goals do not depend on age so that they are free to pursue new ways at every step.
- Create flexible plans with objectives that are continuously reviewed so that there is the possibility of flexible and conditional planning.
- In the modern approach, the direction of progress is adjusted to career decisions and focuses on the needs of clients or consumers,
- Employees who apply a modern approach believe that their fate and career plans are in their own hands and do not depend on the organization where they work.
Conclusion
Reading the review above, we come to the conclusion that the difference between traditional and modern career development lies in the perspective and values of employees and companies towards the career development process. After all, career development is important.
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Compared to negative values, there are many positive benefits in the career development efforts undertaken. This is why there is no harm in taking another course or school to enrich your knowledge and experience according to your field of work.