Career Development Stairs
A significant part of the research focuses on measuring competencies among HR functions. The value of appointing the appropriate person to different positions is increasing as the business competition is intensifying. On the one hand, some studies clarify the adequate methods to assess the candidates along well-defined skills and competencies. On the other hand, one of the basic personality development approach of Erikson (Erikson, 1956, pp. 56-121) shows the lifepass stages identifying the typical crisis at the given stage. This study intends to add an own research of mine that attempts to identify people’s possible development stages during the maturing processes by applying Erikson’s logic. We would be able to understand the applicant’s suitability better by concentrating on the role that represents a group of competencies. The study has analysed interviews with 51 top-3 candidates applying for different positions and 50 personal development progress consultations on career opportunities at a company. When analysing the professional experiences and applying Erikson’s approach it is useful to point out the typical challenges and the winning answers for the crisis or the ones that lead to the person’s stagnation or regression. Depending on the sector and the position some specific and common stages are recognised. Describing these stages and their crises there is a qualitative content that can be the key to assessment and development methods and a tool for the management. In addition, the employees could better recognise the hidden psychological part of the challenges that can generate or block their personal development.
|This chapter was published in: Tamás Bognár , , pages 569-576, 2013.|
|This item is provided by ToKnowPress in its series Active Citizenship by Knowledge Management & Innovation: Proceedings of the Management, Knowledge and Learning International Conference 2013 with number 569-576.|
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