Career Planning
자신의 강점과 가치관을 파악해 직업 세계의 기회와 연결하고, 장기적인 커리어 경로를 설계하고 실행하며 조정하는 역량.
커리어 플래닝은 단순히 "다음 직장을 어디로 갈까"를 넘어, 자기 이해를 기반으로 직업적 삶의 방향을 설정하고 전략적으로 실행하는 과정입니다. 자신의 핵심 역량과 가치관을 탐색하고, 산업과 직무의 변화를 읽으며, 단기 목표와 장기 비전을 연결하는 로드맵을 수립합니다. 커리어 전환점에서 리스크를 평가하고, 스킬 갭(Skill Gap)을 분석하여 학습 계획을 세우며, 네트워크와 멘토링을 전략적으로 활용하는 것을 포함합니다.
The five-stage career development model (Growth-Exploration-Establishment-Maintenance-Decline) structures career maturity across the lifespan and provides the theoretical foundation for L1-L7 level boundaries.
Eight career readiness competencies (Career & Self-Development, Communication, Critical Thinking, etc.) and four proficiency levels provide concrete behavioral evidence for L1-L4 checklist items.
Six vocational personality types (RIASEC) and the person-environment fit model provide evidence for self-assessment and compatibility analysis checklist items in career design.
The U.S. federal competency model provides officially recognized definitions and behavioral indicators for career development competencies, serving as an authoritative standard for organizational career management.
The four-dimensional model of career adaptability (concern-control-curiosity-confidence) provides evidence for self-directed career construction behaviors in L3-L5 checklists, and the nonlinear career development perspective serves as the academic foundation for transition and adaptation competency design in L4-L7.
