Effective Career Management and Planning and Who Is Responsible for This - Essay Example

"What is meant by effective career management and planning and who is responsible for this' Illustrate your answer by referring to relevant literature, theory and experience" Career management is not an easy job to start with. There are a lot of hurdles that stand in the way of success so that organizations can best achieve their mission and vision that have been set right at the onset. The goals are always in line with the set aims and objectives and for all these things to happen in the first place, it is of paramount importance to recruit the right kind of people - people who can deliver the goods when the going gets tough, and even when it is not that tough. Career management looks at the aspects which discuss the recruitment of staff that can bring about a change in the day to day operations of the company and not only that but also deliver to their individual maximums. (Lyons, 2002) This means that there is tremendous room for improvement both from the individuals' perspectives as well as from the company's standpoint, since the company is the one which can benefit in the long run, in terms of revenues, increasing sales trends, changing (and positive) consumer recognition models and recall patterns and so on and so forth. The effective handling of staff ensures that their careers are developed in a proper and adequate manner and there is understanding between the corporations and their staff members. Career management's main task is to maintain the careers of the employees who have been enrolled on the active roster of an enterprise or a company and thus bolster their careers in the light of growing trends, changing circumstances and problems that might arise from time to time. This also means that employees are better understood by the organizations not only with regards to their own individual standpoints but from the whole industry's stance as well. This can be a positive sign since people would trust the initiatives which are taken by the corporations and thus aspire to contribute in a better and more productive manner as and when the need arises. In fact this will be a proactive step rather than the one that needs encouragement and a pat on the back every now and then. Proactive efforts would reap far better and more fruitful results than a company which just praises once an employee does something extraordinary. (Llewellyn, 2002) Career management is not a new field that comes under the management of human resources in organizations rather it is one tenet which needs to be discussed at length as the same was missing in the past, as far as organizational ranks are concerned. Effective career management comes about with a desire to have personality assessments and then to follow them in line with the technological changes which come ahead in one's career path way. Advances in different fields of technology have done a great deal to produce miraculous devices and solutions. In some circumstances however, these advances have created problems for the elderly. More aggressive technology approaches are used to extend the life of the elderly. (Rothwell, 2005) On the whole the elderly, as well as others, welcome that development - even if they fear some of its consequences. The planning phase within career management and eventually the progression comes about with a sense to 'do it right' and to set the ball rolling within the personality domains. Career management from the perspective of an organization also becomes an interestingly debatable task - more so with the advent of the human resource management regimes. This department takes care of the issues that are encountered by the professionals while they are undergoing career progression, settling problems and a host of other aspects. It can be rightly said that career management task is a difficult proposition, one that needs to be seen and understood in the proper contexts before deliberating upon the very same. It also means that organizations need to decipher the sentiments, demands and even the basic requirements of the people who are working for them, day in day out. (Lyons, 2002) More than anything else, this is a symbiotic relationship, one that benefits both the parties and hence focus should be on the linkage in a broad perspective rather than the one which only discusses of the gains towards the organization's account and forgets the one that lies on the part of the employee or the staff member. After all, it is a fundamental right of an employee to ask for proper compensation when he delivers his best in the workplace and thus this symbiotic relationship emphasizes the aspect which balances the two of them on a common platform. Organizations therefore need to think from the longer term standpoint and devise on particular methodologies which ask for providing more and more gains in terms of bonuses, compensations, incentives and rewards to their employees. In the end, one must comprehend that career management will keep on increasing as a very significant aspect of the personality assessments for the said positions that are offered by different organizations on a consistent basis. There would be progression within the ranks of career management and this will only add spice to the whole related discussion. The future seems bright as far as the subject of career management is concerned. (Linney, 2000) The upward trend in the field of career management will continue to be like this and with the passage of considerable time, we are surely going to witness drastic changes in the manner in which employees would be able to manage their professions, their jobs and indeed their own selves. All said and done, it is the duty of the organizations to understand the desires and wants of their employees and in return the employees must make sure they give in their best no matter how trying or tough the circumstances are, say at a given point in time. Career management must be developed as a concept which will eventually boost the working regimes of the human resources departments within the organizations as well as up the personality quotients of the aspiring candidates. Bibliography LINNEY, Barbara J. (2000). Can you take your soul to work' - Career Management Physician Executive LLEWELLYN, Robert N. (2002). The Four Career Concepts: Managers can learn how to better develop their people by learning how they're motivated - Management Tools: Supervisor Resources HR Magazine LYONS, Mary Frances. (2002). Making the Most of Your Career - And Your Life - Career Management Physician Executive LYONS, Mary Frances. (2002). Leadership and Followership - Career Management Physician Executive ROTHWELL, William J. (2005). Career Planning and Succession Management: Developing Your Organization's Talent for Today and Tomorrow Praeger Word Count: 1,025 Read More