Importance of career management
In the dynamic business environment, a company needs also varies. In order to comply with this requirement, it needs to address the changing opportunities for learning and career development. Only then the company can fill the new competencies in each and every careers and level itself(London & Smither 1999).
However this turning point gave drawbacks to the individuals having a lack of knowledge. In my company, if the individual does not aware what soft skills should have, will stick in the same career grade for a long period. Therefore the individual will be a disengaged employee even he/she willing to be an engaged one.
In the dynamic business environment, a company needs also varies. In order to comply with this requirement, it needs to address the changing opportunities for learning and career development. Only then the company can fill the new competencies in each and every careers and level itself(London & Smither 1999).
However this turning point gave drawbacks to the individuals having a lack of knowledge. In my company, if the individual does not aware what soft skills should have, will stick in the same career grade for a long period. Therefore the individual will be a disengaged employee even he/she willing to be an engaged one.
An important part of career management is career planning, which shapes the progression of individuals within an organization in accordance with assessments of organizational needs, defined employee success profiles and the performance, potential and preferences of individual members of the enterprise. Career management calls for an approach that explicitly takes into account both organizational needs and employee interests. It calls for creativity in identifying ways to provide development opportunities(Armstrong & Taylor, 2014).
ReplyDeletePaying attention to the career management process can help organizations attract, develop and retain the right talent (Abdul ,Ooi 2005).
ReplyDeleteCareer management issues have been widely studies by researchers (e.g. Birasnav & Rangnekar, 2012; Budhwar & Baruch, 2003; Henderson, 2013; Rees, Järvalt & Metcalfe, 2005). Career management is a key factor for accomplishing both personal goals and organizational goals (Atkinson, 2002; Barnett & Bradley, 2007). Many companies consider career management as important to contemporary HRM practice and they assist employees to manage careers (Cappellen & Janssens, 2010). Most companies value skilled employees and need to retain them for long-term employment (Hemdi & Abdul Rahim, 2011). Organizational change management (OCM) ensures the long-term availability of skilled and competent employees to reach business goals (Appelbaum, Ayre & Shapiro, 2002; De Vos, Dewettinck & Buyens, 2008). OCM facilitates employee development as well as employee performance (Appelbaum et al., 2002; Lewis & Arnold, 2012).
ReplyDeleteEmployee career effectiveness refers to objective and subjective career success (Orpen, 1994). Objective career success can be observed directly such as salary growth and job promotion (Callanan, 2003). Conversely, subjective career success (i.e. psychological career success) is individual’s feelings of how well he or she gains benefit of pursuing a career (Clarke, 2009; Orpen, 1994). The two terms ‘subjective career success’ and ‘career satisfaction’ can be used synonymously because they emphasize on individual’s subjective evaluation of his or her career (Hofmans, Dries & Pepermans, 2008). OCM and ICM enhance employees’ career satisfaction (Armstrong-Stassen & Cameron, 2005; King, 2004; Kong et al., 2012b). The organizations should improve employees’ career satisfaction so as they could retain their employees (Hagiwara, Hasegawa, Chiba & Watase, 2014).