Career Management



Introduction 

Career management deals with providing chances for employees to improve their skills and careers to guarantee that the organization has the talent it requires while also satisfying their personal objectives. It is about balancing the demands of the organization with those of the individual. 


Goals of career management 

The goals of career management policies for employees are, 


1) to provide them with the advice and encouragement they require to reach their full potential and have a successful job with the company that is aligned with their abilities and objectives. 

2) to offer those with promise with a series of training and learning process that will prepare them for whatever degree of responsibility they are capable of accomplishing. 


Career stages 

  The states of a career at an organization can be described as a job lifecycle.  

When an individual is able to begin the practice of self-directed career planning, he or she is admitted to the organization. 

 

Advancement within specific areas of work in which abilities and potential are developed via experience, training 

 

Mid-career- It is critical to guarantee the 'stopped increasing' individuals do not lose interest at this point by giving them with cross-functional opportunities. 

 

Later in one's career, when one has started to settle at what level they have attained but is beginning to be anxious about the future. They must be treated with dignity as persons who are still contributing and given opportunity to take on new responsibilities whenever possible. 

 

The option of phasing disengagement by allowing them to work part-time for a period before leaving the organization (Hall 1984). 


Career development strategy 

Career development strategy must include things like follows, 

A policy of promotion. 

Career paths that allow brilliant people to go from the bottom to the top of an organisation. 

Personal development planning. 

Systems and procedures for knowledge exchange and development. 

Altering participation in order to provide growth chances to as many workers as feasible. 

The career management procedure 

 

Career management activities 

  • According to Hirsh and Carter (2002) career management includes following components, 
  • recruitment 
  • personal development plans 
  • special assignments  
  • promotions  
  • career bridges 
  • support for employees who want to develop 


 

Career management policies 

The organisation must determine whether it will ‘make or purchase' talented individuals. Should it develop its own talent? or should it rely on external recruitment. The policy may be to recruit potentially high performers who will be good at their present job and are, rewarded accordingly.  

Employers who trust in long-term career planning usually establish systematic ways to career management. These include in-depth evaluations of potential and performance as well as assessment centres to find talent or confirm that it exists. 

 

 

References 

Hall, D T (1984) Human resource development and organizational effectiveness, in (eds) D Fombrun, M A Tichy and M A Devanna, Strategic Human Resource Management, Wiley, New York 


Hirsh, W and Carter, A (2002) New Directions in Management Development, Paper 387, Institute of Employment Studies 

Comments

  1. EVON HERATH - MBA - SL - 00163912December 10, 2022 at 9:46 AM

    If career management gives employees opportunities to improve their skills and careers, employees will not feel that the organization and home are different places. By satisfying the personal goals of the employees, the employees of an organization are happy at work. Balancing the demands of the organization with the demands of the individual is the secret of an organization's success.

    I really enjoy reading your articles

    ReplyDelete
  2. Muhammad Salahudeen Muhammad December 10, 2022 at 10:30 AM

    very much informative and nicely drafted with more details

    ReplyDelete

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