Career development

Career development planning

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Perspective

On an individual basis, career planning encompasses a process in which the individual is self-aware of their personal needs and desires for fulfillment in their personal life in conjunction with the career they hold. While every person's experiences are unique, this contributes to the different careers people will acquire over their lifespan.^[2]^{: 16–18, 20}

In contemporary labor markets, strategic management of career progression has expanded to include intentional tailoring of application materials. Resume tailoring—the practice of adapting a resume to emphasize role-specific experience, competencies, and responsibilities relevant to targeted positions—has become a common method for individuals navigating job transitions, promotions, or changes in occupational direction. The increasing prevalence of large language models (LLMs) and related technologies has also influenced how job seekers approach career planning; tools powered by LLMs can assist individuals who lack access to informal networks or insider knowledge in shaping their applications, preparing for interviews, and steering longer-term career development pathways.^[3] This reflects a broader shift in job search strategies where technological tools complement traditional guidance mechanisms.

Long-term careers

Careers that are long-term commitments throughout an individual's life are referred to as steady-state careers. The person will work toward retirement with specialized skill sets learned throughout their life.^[1] For example, an individual may complete medical school and then work in the medical profession until retirement. Steady-state careers may also refer to holding the same occupational role within an organization for an extended period and becoming highly specialized in a particular area of expertise.

A career that requires new initiatives of growth and responsibility upon accepting new roles is referred to as a linear career, as each opportunity entails increased responsibility and decision-making authority within an organization.^[1] A linear career path typically involves vertical movement within an organizational hierarchy. For example, higher-level management positions entail greater responsibility in decision-making, resource allocation, planning, controlling, leading, and organizing managerial tasks.

Short-term careers

Short-term or temporary work arrangements are categorized as transitory careers and spiral careers. Transitory careers occur when individuals undergo frequent job changes in which each role differs substantially from the preceding one. For example, a fast-food worker who transitions into an entry-level bookkeeping or administrative role undergoes a transitory career change.^[1] Skills and knowledge from previous roles may not be directly applicable to new positions.

A spiral career consists of a series of short-term roles that are not identical but contribute to the development of a specific skill set or competency over time.^[1]

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Career development perspectives: individual versus organizational needs

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Perspective

Individual career development initiatives are primarily concerned with personal values, goals, interests, and the actions required to fulfill them. Individuals may pursue additional education or training to align career paths with personal aspirations.^[2]^: 16–17 In this context, John L. Holland's career typology categorizes individuals as investigative, realistic, artistic, social, enterprising, or conventional, influencing career choice and progression.^[4]

Environmental factors also influence career decision-making, including work–life balance, value alignment, and opportunities for growth or stimulation.^[2]^: 19–20

Organizations support career development through human resource functions such as training and development.^[2]^: 38–44 These functions aim to align employee capabilities with strategic organizational objectives in changing environments.^[2]^: 38–41 Human resource departments provide job descriptions, opportunities for job rotation, transfers, and promotions.^[2]^: 46 Managers facilitate communication, nurture work environments, and support learning and development, which influence employee retention and turnover.^[5]

Quiet ambition

Quiet ambition is a work mindset in which individuals prioritize personal values and life goals over organizational advancement or financial outcomes.^[6]^[7]^[8]^[9]

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Relative context of social identity in career planning

Socio-demographic factors such as age, gender, race, and socioeconomic status may influence the extent to which individuals pursue career planning or professional development opportunities. Balancing personal and professional demands may lead individuals to adapt, change, or abandon career paths.^[2]^: 20–21

Research suggests that men and women may approach career decisions differently due to varying life circumstances and societal expectations. Women are more likely to prioritize balancing work and caregiving responsibilities, while men may emphasize career advancement and income growth.^[10]

Career development