CAREER PLANNING
AND DEVELOPMENT
PRESENTED BY SALEHA AND KINJAL
01 Introduction
02 SUPER’S LIFESPAN
THEORY
TABLE OF
03 HOLLAND’S THEORY
04 CAREER PLANNING AND
CONTENTS
DEVELOPMENT
05 CONCLUSION
WHAT IS CAREER COUNSELLING
Career guidance and counselling play a crucial role in helping individuals shape their educational and
professional journeys. It encompasses a developmental approach, offering guidance from school to
higher education and then into the workforce.
It helps individuals understand their interests, strengths, and aptitudes, aligning them with suitable
educational paths and career options. By receiving expert advice and support, individuals can make
informed decisions that lead to fulfilling and successful careers. These experts are essential for
anyone facing decisions about their educational and professional futures.
The purpose of guidance is to provide ‘learning experiences to enable clients to acquire knowledge,
skills and competencies related to making personal, educational and career decisions.
IMPORTANCE OF
CAREER CHOICE
Choosing a career is one of the most critical
decisions in life, as individuals spend a
significant portion of their lives working. The
average person works approximately 8 hours
a day, 5 days a week, for 40-45 years.
Career satisfaction affects overall happiness,
financial stability, and personal fulfillment.
A mismatch between personal interests and
career can lead to dissatisfaction and stress.
PERSONAL ESSENTIAL INFORMATION
CHARACTERISTICS ABOUT OCCUPATIONS
FAMILY USING PSYCHOLOGICAL TESTS
INFLUENCES
BALANCE AND SYMMETRY FOR CAREER DECISIONS
Balance the weight and distribution of furniture
pieces to create a visually appealing and
RESEARCHING JOB
harmonious arrangement. IMPORTANT CONSIDERATIONS
CHARACTERISTICS IN CAREER CHOICE
HOW TO CONDUCT CAREER COUNSELLING
PSYCHOMETRIC ANALYSIS
TESTING
CAREER
RECOMMENDATIONS
EXPLORATION
SUPER’S LIFESPAN THEORY
Emphasized personal Challenged earlier trait-
experiences in shaping matching approaches
career choices and self- that linked personality
concept. directly to occupation.
Introduced the idea that Self-concept
Highlighted the role of
career development is evolves over time
social spaces in career and
lifelong and not a one-time with new
personal growth.
choice. experiences.
GROWTH STAGE (BIRTH - 14 YEARS)
This stage happens during childhood when kids
start thinking about what they want to be when
they grow up.
At this stage, kids don’t think about the skills,
education, or effort needed for these jobs.
Their career dreams are influenced by their
home environment, school, and experiences.
As they grow older, they start to understand
career realities and adjust their goals
accordingly.
EXPLORATION STAGE (TEENAGE TO EARLY 20S)
Career pressure increases from parents, teachers, and peers
during high school.
By the end of high school, students are expected to choose a
career direction.
They explore careers by reading, internships, or part-time
jobs to gain real experience.
Later in this stage, they start full-time work in their chosen
field.
If they enjoy their job, they commit to it; if not, they explore
other options.
Parents and teachers play a role, but career preparation in
high school is often lacking.
ESTABLISHMENT STAGE (MID-20S TO 40S)
People may still doubt their career choice in the early years.
Once they find a satisfying job, their commitment to that career grows.
Most future job changes will be within the same career field.
To succeed, they must:
Use the skills they already have.
Learn new skills for career growth.
Adapt to changes in their workplace.
MAINTENANCE STAGE (MID-40S TO 60S)
Career growth slows down, and chances for promotions become fewer.
Lifelong learning is important to keep up with changes in the job market.
By their mid-40s, people focus more on keeping their current job and status rather
than climbing higher.
Many start balancing work with family and leisure rather than chasing career
advancement.
They may update their skills to stay competitive with younger workers.
DECLINE STAGE (LATE 60S AND
BEYOND – RETIREMENT PHASE)
Work activity slows down as people
prepare for retirement.
Originally, retirement was expected
around age 65, but now many retire
earlier or later due to job markets and
financial needs.
Some people eagerly look forward to
retirement, while others feel worried
about finances or how to spend their time.
DECLINE STAGE (LATE 60S AND
BEYOND – RETIREMENT PHASE)
Retirement can bring:
Less income but more free time for hobbies,
travel, or volunteer work.
A new career or part-time work for some
individuals.
Super recognized that career paths vary, but his
model assumes people stay in the same career,
which is less common today.
Modern careers involve more changes, and
career stages are now seen as shorter and
repeating over time rather than fixed.
HOLLAND'S THEORY
OF CAREER CHOICE
John Holland’s Person- The theory suggests that people A strong personality-
Environment Fit Model of choose careers based on their environment fit leads to
career choice is one of the personality traits, interests, values,
higher career satisfaction,
most influential trait-based and skills, and they thrive in work
environments that match their achievement, and job
theories in vocational
personal characteristics stability.
psychology.
Holland categorized personalities into six types, each associated with specific
interests, strengths, and career preferences:
Realistic (Doers) – These individuals enjoy hands-on activities that involve
physical work, tools, machinery, or the outdoors. They prefer practical, tangible
tasks over theoretical or social interactions. Careers like mechanics,
engineering, construction work, and farming suit Realistic types.
Investigative (Thinkers) – These individuals are analytical, curious, and enjoy
problem-solving. They prefer working with ideas rather than people or objects.
They thrive in careers that involve research, data analysis, and critical thinking,
such as scientists, psychologists, mathematicians, and doctors.
Artistic (Creators) – These individuals value creativity, self-expression, and
working in unstructured environments. They prefer artistic and imaginative
work over rigid structures. They are drawn to careers such as writing, music,
graphic design, filmmaking, and architecture.
Social (Helpers) – These individuals are people-oriented and enjoy helping,
teaching, and guiding others. They excel in roles that involve communication,
caregiving, and collaboration, such as teachers, counselors, social workers,
therapists, and nurses.
Enterprising (Persuaders) – These individuals are energetic, confident, and
persuasive. They enjoy leadership roles, influencing others, and taking risks.
They thrive in careers related to business, law, sales, politics, and
entrepreneurship.
Conventional (Organizers) – These individuals prefer structured and
organized work environments. They enjoy working with data, numbers, and
administrative tasks, excelling in roles such as accounting, banking, clerical
work, and office management.
APPLICATION OF
HOLLAND'S THEORY
Career Job
Career Work
Assessment Satisfacti Environment
Development
on
RESEARCH FINDINGS ON
HOLLAND’S THEORY Job-Personality Fit and Job Satisfaction:
Holland suggested that people who choose
careers matching their personality type
Widespread Empirical Support Holland’s model should experience higher job satisfaction
is one of the most extensively researched in and career stability.
vocational psychology, with around 1,600 However, research indicates that while
studies supporting its validity (Ruff, Reardon, & job-personality fit is related to satisfaction,
Bertoch, 2008). it only explains about 5% of the variance in
Studies confirm that Holland’s types accurately job satisfaction (Fouad, 2007). Other
describe career preferences across ethnically factors like
diverse male and female college students workplace environment, salary, and work-
(Fouad & Mohler, 2004). life balance also play a significant role
Comparison to Stage Theories
Unlike developmental theories that view occupational
choice as an evolving process (e.g., Super’s Career
Development Theory), Holland’s model treats career
choice as a static event based on personality traits.
Landing an
Interview
Finding Companies Polishing Your
You Interview
Want to Work For Technique
Putting Together GETTING AHEAD IN THE JOB
GAME
a Résumé
REFERENCES
https://oitecareersblog.od.nih.gov/2016/01/25/career-development-theory-review-supers-
life-span-life-space-theory
Dunn, D. S., Weiten, W., & Hammer, E. (n.d.). Psychology applied to modern life (10th ed.). Cengage
Learning.
THANK YOU
For Your Attention
