Career Management at Help With Assignment

8/7/2019 Career Management at Help With Assignment

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` When the word career comes to anyone¶s mind,

they tend to think differently and the perception

about career is different for different people.

` Even scholars and researchers define the termdifferently. In normal sense, career is used to

describe a sequence of related jobs that a person

takes up during his/her tenure.

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` Researchers Greenhaus and Schein came up with

good definitions for the word career in a technical

sense saying,

` ³the pattern of work related experiences that spanthe course of a person¶s life.´




` An individual and an organization have interests in

an individual¶s career and both parties may take

actions to influence that career.

` These set of related activities are referred to ascareer planning and career management.




` Career Management can be defined as an

ongoing process of preparing, implementing and

monitoring career plans undertaken by the

individual alone or in concert with theorganization¶s career systems.

` It may include activities that help the individual

develop and carryout career plans, but the focus is

on taking actions that the organization¶santicipated HR needs will be met.




` At its most extreme, career management is largely

an activity carried out by the organization.

` An example of such an activity is succession

planning, which is typically carried out by senior management to determine which employees can

and should be prepared to replace people in

positions of greater responsibility.




` Typically, career management revolves around the

employee¶s role, the organization¶s role and the

goals of both the individual and the organization.

` The organization¶s role is to establish a favorablecontext.




` The management of an organization does this by providing management support,

providing collaboration between line managers and HR

managers,

training management personnel and

setting goals which include




planning human resources strategy,

changing HR policies as and when required,

providing for job rotation,

providing outplacement service,

announcing the program and

explaining its philosophy to the employees.




` Successful Career management practices include: Placing clear expectations on employees.

Giving the employees the opportunity for transfer.

Providing a clear and thorough succession plan.

Encouraging performance through rewards and

recognition.




Giving employees the time and resources they need to

consider short and long term career goals.

Encouraging employees to continually assess their skills

and career direction.




` Career opportunities and requirements for a

particular job include

` Competency Analysis: Competency analysis

measures three basic competencies for each job:know how, problem solving and accountability.

` Job Progressions: The hierarchy of jobs a new

employee might experience, ranging from starting

a job to jobs that require more knowledge and/ or skill.




` Career Paths: Career paths include the lines or

ways for advancement in an occupational field

within an organization. There are a lot of

possibilities in career paths like promotion,transfer, demotion or exit.

` Promotion: A promotion can be defined as a

change of assignment to a job at a higher level in

the organization. Principal criteria for determiningpromotions are merit, seniority and potential.




` Transfer: The placement of an individual inanother job for which the duties, responsibilities,status and remuneration are approximately equalto those of the previous job.

` Demotion: Demotion is defined as thedowngrading of work. An employee who was givengreater responsibility, after demotion will be givenlower level in the organization.

` Exit: an employee who quits the organization isdefined as exiting.




` A career span of a person is divided into 5 stages based on theage of the person. Stage 1 Preparation for work (ages 0-25): Develop occupational self-

image, assess alternative occupations, develop initial occupationalchoice, pursuing necessary education.

Stage2 Organizational entry (ages 18-25): Obtaining job offers from

desired organization(s), select appropriate job based on complete andaccurate information. Stage 3 Early Career (ages 25-40): Learn job, learn organizational rules

and norms, fit into chosen occupation and organization, increasecompetence, pursue goals.

Stage 4 Midcareer (ages 40-55): Reappraise early career and earlyadulthood goals, reaffirm or modify goals, make choices appropriate to

middle adult years, remain productive. Stage 5 Late Career (ages 55-retirement): Remain productive in work,

maintain self-esteem and prepare for retirement.




` The types of plateaus that have been observed

include: Structural Plateau: Structural Plateau is defined as a

situation where the chance of advancement is very low or

there is no advancement at all.

Content Plateau: Content Plateau is defined as the

situation where the job is no longer any challenging. This

is also a demotivating factor for many employees. People

want jobs that are challenging.




� Life Plateau: Life Plateau is a situation where there is a

danger of crisis of personal identity. Every person is unique

and the uniqueness is especially seen in someone¶s work.

An organization is a good place to improve the individuality

and self-esteem of a person. If the job is threatening toendanger the personal identity of a person, then this paves

the way for life plateau.




` For more details on Human Resources

Management you can refer to our websites at

http://www.helpwithassignment.com/hr-

assignment-help andhttp://www.helpwiththesis.com

Thank You


Career Management at Help With Assignment

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