Think back to the interview you conducted in Module 1. If you missed that assignment, you might want to interview a trainer or learning development professional to help gain insight into your career plan. Career planning and development is two-fold, it helps to meet the needs of the organization and the individual employee needs. The steps and responsibilities in the development planning system are relative to both the organization and the individual employee. Noe (2020, p. 401) shares about the organizational development planning systems to itemize how this works for both the company and the individual: (see Figure 9.1 on page 402 of Employee Training and Development 8th Edition, Noe, 2020). Self-Assessment Reality Check Goal Setting Action Planning Employee responsibility Identify opportunities and needs to improve. Identify what needs are realistic to develop. Identify goal and method to determine goal progress. Identify steps and timetable to reach goal. Company responsibility Provide assessment information to identify strengths, weaknesses, interests, and values. Communicate performance evaluation, where employee fits in long-range plans of the company, changes in industry, profession, and workplace. Ensure that goal is SMART (specific, measurable, attainable, relevant, and timely); commit to help employee reach the goal. Identify resources employee needs