Discuss the five characteristics that differentiate plan-and-implement career models from test-and-learn career models, giving relevant examples.

Plan-and-implement career models are based on a structured and linear process that moves an individual from one position to a higher level in the organization. For instance, a junior accountant may be promoted to a senior accountant. On the other hand, test-and-learn career models are based on an iterative and circular process that involves rounds of action and reflection leading to updated goals and possibilities.

Plan-and-implement career models have a fixed end goal and aim to identify it as clearly as possible from the outset. Individuals are responsible for planning their career path, either with or without assistance from career guidance. For instance, employees may define their career path from a junior employee to an executive level. On the other hand, the test-and-learn career model is one in which career goals continuously change, with the aim of improving the ability to formulate and test hypotheses about future possibilities along the way.

Plan-and-implement career models involve a deductive career planning and management process that progresses in stages, with each stage building on the preceding one. The starting point is analysis and reflection. Individuals use introspection to determine an inner truth that can help identify their desired goal. They then devise and implement an action plan to reach that goal. On the other hand, the test-and-learn career model involves an inductive career planning and management process that progresses iteratively with leaps of insight. It emphasizes taking action and experimenting with various future possibilities. Individuals learn from direct experience and recombine old and new skills, interests, and ways of thinking about themselves to create opportunities that correspond to their evolving self-concept.

In plan-and-implement career models, explicit knowledge is necessary, which is used as an input to the career management process. For instance, individuals need to know what jobs exist, what skills they would like to use, what areas interest them, and what their personalities are. On the other hand, implicit knowledge is necessary in the test-and-learn career model; it is continuously created through the career management process. Individuals need to know what is feasible and appealing.

Plan-and-implement career models help young adults and new entrants in the world of work to develop their career competencies, self-efficacy, and maturity. For instance, career mentorship by senior employees can help shape the career growth and skills of new entrants. On the other hand, the test-and-learn career model helps adults to develop career adjustment and resilience in dealing with career transitions.