キャリア開発の概念とその展開 : 企業内教育の一環として(<特集論文>今日の産業教育の課題とあり方)

抄録

The purpose of this paper is to examine the concept of career development in enterprises historically and theoretically from a viewpoint of individual development. "Career development in organizations" has been an important concept of education and training in enterprises sinse the 1960s in Japan. It is closely related to the human resources management, specifically in the systems of job rotation and appraisal/counseling. The original purpose of it was to integrate the issues of individual growth & development with the issues of organizational expansion & progress. The essence of career development is to focus on the interaction beween an individual and an organization. An organization is dependent on the performance of its workers, while the workers depend on an organization to provide jobs and career opportunites. Needs of an organization are to recruit, manage, and develop human resources in order to maintain their effectiveness as well as to survive and grow. At the same time, needs of an individual are to acquire the work environment which can provide security, challenge, and opportunities of self-development thoroughout the life cycle. The problem shared by an individual and an organization is to seek a way to match their respective needs throughout the entire career or the entire life instead of stopping the effort after a short period of training when a new employee joins an organization. If the matching process functions optimally, both the organization and the individual can benefit from it: the organization will acquire increased productivity levels creativity, and long-range effectiveness; the individual will enjoy job satisfaction, security, optimal personal development, and as a result of integration of work and leisure, one's activities will not be limited to all job-related, but extend to include personal involvement both at home and in the community. Such emphasis on individual growth and development indicates that we must consider how activities related to self-development interact with one another through the copmprehensive time and space which one person occupies. However, in the past, too much focus of career development in an organization has been given to help organizational extension and development, and not enough attention has been given to individual growth and development. Career development in organizations has been developed independently of education and training in enterprises. Career dvelopment has been considered as a part of the human resources management system. The traditional career development, in which only organizaitional side was stressed, has never been discussed as an issue which is related to education and training in a company. When considering educational activities carried out in an organizational such as an enterprise, we can clarify the educational siginificance by focusing on individual growth and development existing in career development process. It should be possible to consider career development as a part of educational function in a enterprise.