Career Management
It is therefore efforts of the employer to help employees to assess their own career strengths and weaknesses, set priorities and specific career goals, provide information on various career paths and alternatives within the organization and offer employees reviews of their progress towards these goals.
From management's side it assists them to improve the matching of jobs with the right employees. An assessment of the skills and competencies of employees could assist in accommodating them in positions which suit them better. An organization's operational effectiveness can be improved through the application of HR practices such as transfers and rotation It can also result in a reduction in the need to appoint someone from outside as employees with the required capabilities are revealed through information obtained from their career plans.
The benefit of career planning is that the employees are responsible for their own career management. The supervisor however, should act as mentor to the employee in the managing of individual career plans. Most important, management have a duty in respect of employees whose careers have been hampered through no fault of their own - here we think specifically of those who are disabled.
Elements common to most programs complementing and supporting each other are the following:
Career planning: This is a process undertaken by employees and their supervisors. The employee is responsible for self-assessment, identifying career interests and development needs.
Career pathing: Based on the career expectations identified in the process of planning, possible career paths are mapped out for the employee. With this it is meant the possible posts he can be accommodated in and it can be affected by promotion, transfer or rotation.
Career development: This is a planned effort to link the employee's career needs with the employer's workforce requirements. It is therefore a process for helping employees plan their careers in concert with the employer's business requirements and strategic direction.
In conclusion, career management is a process which involve both employer and employee and from an employer's point of view, it is how it discharges its responsibility to ensure career orientated employees and not just workers.
Published by Hendrik De Villiers
I was born and bred in Springs, South Africa. I have a Bachelors Degree with History and International Politics as majors. Currently I am employed by the Government Sector as policy developer. View profile
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1 Comments
Post a CommentGreat article. Truly the only person solely responsible for managing one's career is themselves. One should seek guidance but don't expect someone to lead you to your ideal job without preparing yourself with skills and knowledge.