Impacts of the career concept changed
Poole and Warner (1998) introduced the joint responsibility to the concept of career, cause to increase the individual’s motivation level. This concept inspired the individual to manage their own career rather than looking for organizational compliances. In line with this, the concept of protean of Noe et.al (2000), leads individuals to think about their training programs and what program they have to choose for a better career knowledge. Also, individuals should aware that “ how and what they need to know” in order to comply with own company needs(Kirana et al. 2004).
Organizations have a critical role to play in career development. The organization that pays attention to career development planning stands a high chance to reap high productivity from a properly trained, skilled, and talented workforce, therefore, the HR manager who is aware of this possibly will steer his organization to places and enhance competitive advantage. Organization-centred career planning focuses on a well- planned career development program which entails talent management, performance appraisal, development activities, opportunities for transfer and promotion, and planning and succession. The following are adopted by organizations to communicate to employees about opportunities and to assist with planning: career workshops, a
ReplyDeletecareer newsletter, and career counseling. Some organizations have career sections on their websites. Such sections have places of lists of available jobs for current employees wishing to change jobs. An organization’s website is a link to the external world and also a link to existing employees’ development. Such sites can be used for career assessment, information, and instruction. Organizations are advised to consider the importance of career sections for development as well as recruitment, when designing their websites. A key system that is employed by organizations to guide HR managers to develop employee careers is career paths or “map”. A career path represents employee movements through opportunities over a period of time. Although career paths are thought of as leading upward, good opportunities are also available in horizontal directions. This is normally created and shared with individual employees. Working with employees to develop career paths has aided organizations to retain key employees (Mathis & Jackson, 2011, cited in Gyansah & Guantai, 2018).
Peer influence is one another major area to be considered in career progression and management, As DeFillippi and Arthur (1994) explained, interpersonal relationship over networking or peer relationship is vital in managing one’s career and competency development. Further psychologists Harter (1999) confirmed that peers and friends have a significant impact on a person’s development and social adjustment. Epstein (1983) supports that with statement that early years of individual’s life, friends and colleagues have strong impact on achieving high performance in educational expectations, examination results, and standardized achievement test scores. As per a study done by Hartup & Stevens’ (1997) illuminated that most of the young adults spent 29% of their working times with their peers. As a result, the chances for them to discuss about their career management with their closer friends are relatively higher as compared to those who discuss with their family or close relatives.
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