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Formalizing the use of training methods in developing a career path

Bibliographic Data

ID11042838
AuthorsIlya M Shmelev (0000-0003-1264-8456, Department of Psychology National Research University Higher School of Economics Moscow Russia, corresponding author), Vadim A Petrovsky (Department of Psychology National Research University Higher School of Economics Moscow Russia)
Year2021
Volume49
Issue6
Pages1819-1837
Publication date2021-08-01
Peer ReviewedYes
Open AccessYes
TypeARTICLE
VenueJournal of Community Psychology (JOURNAL)
Journal identifiersISSN: 0090-4392 • E-ISSN: 1520-6629
PublisherWiley (PUBLISHER • GB)
DOI10.1002/jcop.22597
PMID33991348
OpenAlexW3163161884
LanguageEN
References cited23

Coaching methods are aimed at motivating people to achieve career or social skills. Therewith, coaching acts only as an additional form of career development for persons engaged in certain professions. The novelty of the study lies in the need to apply coaching methods not only during the period of active career implementation, but also during its interruption. This study is aimed at implementing the program for the development of career competence, the main tasks of which are to independently regulate professional life in a wide range of development vectors. The leading methods are the theoretical method of analysis and empirical methods of questioning and observation, which allow to study the impact of coaching on a person's professional development. The study shows that career development opportunities should be based on the psychological readiness of a person and, if necessary, on the correction of such readiness by means of psychological methods

Career development · Career path · Coaching · Competence (human resources) · Management · Medical education · Novelty · Pedagogy · Professional development · Applied Psychology · Educational Methods and Teacher Development · Entrepreneurship Studies and Influences · Higher Education and Employability · Medicine · Psychology · Social Psychology

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Citation velocityhistorical
Highly citedNo

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