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Career Development Models and Human Resource Development Practice

Career Development Models and Human Resource Development Practice

Catherine N. Kyeyune
Copyright: © 2016 |Pages: 19
ISBN13: 9781466699984|ISBN10: 1466699981|EISBN13: 9781466699991
DOI: 10.4018/978-1-4666-9998-4.ch004
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MLA

Kyeyune, Catherine N. "Career Development Models and Human Resource Development Practice." Bridging the Scholar-Practitioner Gap in Human Resources Development, edited by Claretha Hughes and Matthew W. Gosney, IGI Global, 2016, pp. 66-84. https://doi.org/10.4018/978-1-4666-9998-4.ch004

APA

Kyeyune, C. N. (2016). Career Development Models and Human Resource Development Practice. In C. Hughes & M. Gosney (Eds.), Bridging the Scholar-Practitioner Gap in Human Resources Development (pp. 66-84). IGI Global. https://doi.org/10.4018/978-1-4666-9998-4.ch004

Chicago

Kyeyune, Catherine N. "Career Development Models and Human Resource Development Practice." In Bridging the Scholar-Practitioner Gap in Human Resources Development, edited by Claretha Hughes and Matthew W. Gosney, 66-84. Hershey, PA: IGI Global, 2016. https://doi.org/10.4018/978-1-4666-9998-4.ch004

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Abstract

Various career development models and concepts have been developed over the years to explain career trajectories of employees in the workplace. The new employer-employee relationship in the workplace has resulted in more dynamic careers; boundaryless, protean, kaleidoscope, hybrid and multiple level careers. However, the impact of these relatively new career theories on human resource development (HRD) is still unclear. In this chapter, the author discusses the role of career development in human resource development and different models of career development. In addition, various organizational activities that can support career development are presented. The author then proposes a framework that links career models to specific organizational career development activities. This provides direction to organizational efforts geared towards employee development.

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