...The term career means the unfolding sequence of a person’s work experiences over time (Arthur, Hall, and Lawrence 1989). A career can be defined as a sequence of various paid and unpaid occupation that one undertakes during his or her lifetime. It is a sum total of various processes and shifts in life path. When talk is about career, it mainly refers to the professions and posts one undertakes but other things like lifestyle, unpaid work, activities with friends etc. also play an equally important part in our career. Earlier, careers meant people following the footpaths of their forefathers, mostly retiring in same job but nowadays, it’s a very vast term, careers are highly dynamic. Now, careers are boundary less. Careers are not bounded to one single company, field or nation. People change their companies, jobs or even the industry they work in. A lot of other factors like work environment, self-development, security etc. hold a lot more importance now. This is so because of the whole new economy we are working in. There is more competition between companies. It is more like a responsibility of a company now to design or provide a career growth path for its employees in order to hire and retain them. Companies go further ahead now providing the opportunities to its employees for career development in the hope for loyalty and better output. So, in this age of dynamism, managing the career or career management is very important. Career Management “Career management uses concepts...
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...Career Management Guide In the current career environment, individuals with alternatives obtain more challenging and growth-oriented opportunities. Individuals with alternatives need not accept consequences, rather they create opportunities for themselves. Career Management Guide Section 1 Paaggee 11 SECTION 1: CAREERS TODAY Part 1 - The Environment, Career Issues and Trends The Importance of Education and Experience In the current economic environment, education is becoming increasingly critical to career success. While employment rose for Canadians with university and college educations, 651,000 fewer jobs existed for those people without high school qualifications. Unemployment rates in the U.S. exceed 10% for those with less than a high school diploma and approximately 2.5% for college graduates.1 When professional designations (i.e., accounting, engineering) are taken into account, the data on employability and income is skewed in favour of the professional, relative to those who possess only a post secondary educational background. However, in order to maintain a competitive edge, individuals must continue to invest in their development throughout their careers. Specifically, with respect to the future for business and accounting positions, “growth due to the increasing number and complexity of business operations will be offset somewhat by corporate restructuring and downsizing of management, resulting in average growth for executive, administrative and managerial...
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...Career Development Plan Part Iii-Performance And Career Management Career Development Plan Part III – Performance and Career Management Damesha N. Horace HRM/531 Human Capital Management June 21, 2010 Career Development Plan Part III- Performance and Career Management A training and mentoring program was implemented for the new InterClean sales force. Our next step is to develop a performance and career management program that continues to work in alignment with the company’s new strategic direction. Performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner. Performance management reminds us that training, strong commitment, and hard work alone is not enough to achieve desired results. InterCleans major contribution of performance management is its focus on achieving results – the sales team will be trained to engage directly with facilities managers, health care professionals, and operational executives in their customers' organizations (University of Phoenix, n.d). In addition to performance management, career management is a critical tool that will be applied to provide employees with a life long, self-monitored process of career planning that involves setting personal goals and formulating strategies for achieving them. The development of a performance and career management program will explain the employee feedback process, manager’s assistance with helping employee’s reach a higher level...
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...Career Management HUMAN CAPITAL MANAGEMENT Douglas Sailer University of Phoenix Career Management PART V: SUMMARY Kudler Fine Foods (KFF) is undergoing new initiatives that will require our sales and marketing team to be restructured in order to meet the new objectives defined by our owner Kathy Kudler. In order to meet these new objectives an additional five positions will be created. This proposal will outline the job descriptions for these five positions, discuss a comprehensive training program to enhance the skills and qualifications of new and current employees, and discuss methods for evaluating employee and team performance, including a progressive discipline process. This proposal will address the challenges of team performance evaluation, particularly the differences in the two appraisal systems and strategies for evaluating team performance. Unique needs, motivations, expectations, individual equity and over all team performance, social loafing, and individual responsibility to the team. The KFF compensation and benefits package will be overhauled to include incentives and a plan for managing employees’ career development. Job Descriptions and Qualifications A new mid-level management position has been filled by Doug Sailer. Doug now serves as Business Development Manager supporting the sales and marketing team. This mid-level position will coordinate business development activities for KFF, including the development...
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...INTRODUCTION Career management has become increasingly important for organisations, particularly in environments that are characterised by wide-scale organisational and cultural changes. Once viewed mainly as a synonym for initial job choice, career is now widely accepted as a crucial element in employment arrangements. However due to changing business environment and organisational structure, there are many challenges that are likely to face UK organisations over the next decade. These changes have already threatened the existence of many organisations in the UK, given the predominance of organisational restructuring, de-layering and downsizing (Arthur et al., 2005; Kossek et al., 1998) most organisations perceive career activities are optional rather than essential. The main aim of this report is to provide British businesses on ways of responding to this issue. The report provides an overview of career management which includes the shift from the industrial society to the knowledge society, who should be responsible and the state of career in Britain today. The top ten current provisions are outlined and issues that exist within it are identified. It proceeds to present a business case for reforming the current provision with specific HRM practices and organisational intervention. Finally it looks at attracting and retaining employees, developing effective career management strategies and an array of Allen (2005) career management practices. 2.0 CAREER MANAGEMENT 2...
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...Introduction A business management career is not linear and is not the same for everyone as well. However, all business management career paths have a particular starting point. There are many jobs available for different sectors in this field; therefore, one must know what exactly is required for the job they wish to pursue, along with where their interest lies. The people who want to look for a good opportunity in the business field usually take up business management as their career option. Business management is a field that is profitable and rewarding. (Career clusters) Business management field A lot of preparation is required to enter the field of business. it requires specialized training to enable the person to work in the difficult conditions in that field. One can do that by a regular degree program in the university you are in and can also get a 2 year associate degree that will qualify you to enter this field easily. There are, however, many other beneficial training programs that one can avail by some major organizations that have their own business management career training programs. Such programs often provide a much quicker way to move into the business management field. However, the training obtained from a university is much more authentic and beneficial for a student. Although, any kind of way the student chooses to learn from requires the student to have the willingness to learn and solid work ethic. Business management, despite of its size can be...
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...Reflective essay ------Career management skills In recent years, the world of employment market has changed quickly and significantly. Technological, social, culture and economic development and changes tell us that the career market is more actional and complex. More than that, changing organization structures and forms is influencing the different kinds of jobs which graduates look for, as well as the skills needed to do those jobs. Holden and Hamblett (2007) state that the graduate labour market is complex, with the developing of “new graduate jobs”. Therefore, for the best economic and social outcomes, graduates should be able to flexible understand the world of work and self-manage the career development process. In my opinion, there are three important career management skills that I need to improve for my employability development. According to the Interactive Career Management Skills Module on the ELE, career planning is a significant process to learn about myself and learn about what employers expect. It can help me to find out what kinds of jobs will suit me and ensure future happiness. However, building a career is not only about finding a suitable job and keeping it, but about taking continual career choices in answer to a changing labour market (Arnold, 1997). According to my own experience, when I graduated from the university with English major in China, I found myself lost because of the lack of habit of planning. When I got an internship opportunity in the...
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...Akinlua Oludolapo Morayo University of Phoenix Week 4 Individual Assignment Career Development PlanIII (Performance and Career Management) HRM531 Instructor: Deborah Jones April 25, 2010. Performance and Career Management Performance management entails willingness and dedication that focus on improving performance on the individual or team level every day. It helps employees with indicating present direction and their desired direction. To practice high-quality performance management, managers must provide timely feedback about performance, while consistently focusing attention on the ultimate objective (Cascio, 2005). A career management plan is a plan that has been developed in order to help managers guide employees in a positive direction, which in turn helps employees to become successful. A career management plan is an important piece to an employee’s growth and development preparation throughout his or her career. This plan will permit an individual on how to reach their goals and know where they want to be. Due to the fact that InterClean has completed the training and mentoring program, a “Performance and Career Management” plan will be implemented. This program will assist the employees and the organization to achieve their set goals. This plan will enable each employee aware of his or her strengths and weakness, toward improving and achieving the goal of the organization. ...
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...article discusses several methods and indicators of quality and strategy when linked to strategic human resource management. What key aspects of this article do you think you can apply most to your current organization? Since the article was published, many things have changed that might make this article of limited use. Please find a more contemporary piece (2010 or after) on the topic and summarize the article. Your response to this should include at least one outside reference from an academic journal and provide a solid overview of your understanding of strategic Human Resource Management. Respond to at least two of your fellow classmates posts. The task in any Human resource department of an organization, is to effectively manage and execute the best of performances (Appleby & Mavin, 2000) – from scouting, hiring, training, promoting and retaining. Quality matters, and lack of it will create an unpleasant organization and possible loss of revenue. Indeed times have change and with the rapid changes in technology such as mobile platforms, use of social media and more efficient machineries, as in the case of the Department of Defense (Case study, 2014). However, with these improvement also comes the need for more precision, accuracy and very little room for error and lackluster performances by organizations, thus requiring more strategic human resource management. These strategies should make all organization members feel valued, appreciated and welcomed. It should incorporate...
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...responsible for preparing special reports required by regulatory authorities. Often, controllers superintend the accounting, audit, and budget departments. Treasurers and finance officers oversee the organization's financial goals, objectives, and budgets. They overlook the investment of funds and manage associated risks, supervise cash management activities, execute capital-raising strategies to support a firm's expansion, and deal with mergers and acquisitions. Credit managers manage the firm's publication of credit. They establish credit-rating criteria, determine credit ceilings, and monitor the collections of past-due accounts. Managers specializing in international finance acquire financial and accounting systems for the banking transactions of multinational organizations. In summing up to the general duties described above, all financial managers execute tasks unique to their organization or industry. The role of the financial manager, particularly in business, is changing with these new technological advances that have reduced the amount of time it takes to produce financial reports. They often work on teams, acting as business advisors to top management. Financial managers need to keep abreast of the latest computer technology in order to increase the productivity of their firm's financial operations. The working conditions of financial managers is usually in an office, close to top managers and departments that develop the financial data these managers need. They mainly work...
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...Performance and Career Management Plan Human Capital Management HRM/531 May 17, 2010 The merger between InterClean and EnviroTech has placed the organization in a position for increased growth and development in offering the industry full-service solutions and inclusive services to the health care industry. Since the merger, InterClean has addressed management’s behavior impacting organizational productivity, performed job analysis to identify duties and requirements for specific jobs, selected new team members, and developed training, and mentoring program. InterClean is ready for the next phase in developing a performance appraisal form with focus on career management. Areas for additional requirements will include how feedback is received by employees, opportunities for employees after feedback is received, how to help employees reach higher level of performance, opportunities for advancement, flexible schedules for dual- career couples, and justification of why this will work with a zero budget. Performance Appraisal The purpose of the performance appraisal is to ensure the highest quality of service delivered to customers in the industry. InterClean is committed to providing outstanding customer service and exceeding customer expectations. The performance appraisal will help employees identify potential problems, help him or her to create contingency plans and goals to deal with tribulations, foster trust and credibility with customers, follow through on commitments...
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...Project Management Fall 2012 Search the internet for terms project management, project management careers, project portfolio management, information technology project management. Write down the number hits that you received for each of these phrases find at least 3 web sites that provide interesting information on one of the topics write a two page paper summarizing key information about these 3 web sites as well as project management institution’s Web site (www.pmi.org). Gant charts were dominantly used in the beggings of project management however in the 1950’s Entire jobs and professional careers were made around the idea of a “project manager”. Now in beginning of the 21st century technology has revolutionized the field of project management once again. My research and search results have shown that Project Management Jobs have sustained demand over the last 8 years compared to the general field of technology jobs which has seen steep decline since 2004. Google Trends Analysis One of the articles I had read form InformationWeek was titled “Project management Gets Lean” (IT can't afford to do projects the old way. Lean project management gives a better picture of success or failure.) In this article they explain a scenario where workers feel like projects are happening to them and not because of them. The article goes on to say that, Project managers can get so wrapped up in Gantt chars and forecasting that they often don’t look at the overall picture and this can...
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...Careers in Management Consulting WetFeet Insider Guide 2005 Edition The WetFeet Research Methodology You hold in your hands a copy of the best-quality research available for job seekers. We have designed this Insider Guide to save you time doing your job research and to provide highly accurate information written precisely for the needs of the job-seeking public. (We also hope that you’ll enjoy reading it, because, believe it or not, the job search doesn’t have to be a pain in the neck.) Each WetFeet Insider Guide represents hundreds of hours of careful research and writing. We start with a review of the public information available. (Our writers are also experts in reading between the lines.) We augment this information with dozens of in-depth interviews of people who actually work for each company or industry we cover. And, although we keep the identity of the rank-and-file employees anonymous to encourage candor, we also interview the company’s recruiting staff extensively, to make sure that we give you, the reader, accurate information about recruiting, process, compensation, hiring targets, and so on. (WetFeet retains all editorial control of the product.) We also regularly survey our members and customers to learn about their experiences in the recruiting process. Finally, each Insider Guide goes through an editorial review and fact-checking process to make sure that the information and writing live up to our exacting standards before it goes out the door. Are we...
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...Mentoring and coaching within an organization has grown the development of employees. The need to retain and recruit employees has driven companies to reinvest in the human capital of their organizations. Today's business environment forces companies to revalute the value of career development paths for employees. The focus of employee development has creates a sense of community and loyalty between employee and employer. Relationship building within an organization is a top priority for business success. Generationally changes in the workforce have created multiple variations of employees in today's workforce. The largest generation of employees is the baby boomers. This generation has traditionally been very committed to companies and have high trust and loyalty. Generation millennials have a much different outlook at employment than baby boomers. These two are just a couple examples of generational employees that companies must adapt to retain. Mentoring has been around for quite some time but traditionally was reserved for upper management. Companies realized the benefits of mentoring could be transferred to all employees as a part of development and growth plans. We will look at mentoring to compare the idea that mentoring is an effective and low cost way to develop employees and build that trust and loyalty needed for employees and organizations. We will look at two different articles from authors who have conducted research on the positive effects of employee development...
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...Performance and Career Management Plan Travis Steiner University of Phoenix Human Capital Management HRM/531 Jim Foote May 01, 2011 Performance and Career Management Plan Having a career management plan is exactly like having a map; you want to know where you are, where you are headed, and where your destination is. Your career management plan should also take into account your career interests and needs along with your knowledge, skills, and how to balance your work (Purdue.edu, n.d, p. 2). As CEO of InterClean I would like to develop a career management plan and guide the employees in a positive direction. Feedback and Opportunities It is crucial to give honest and timely feedback while trying to develop relationships. Developing a healthy relationship is very important and sometimes honest feedback can be hurtful and it needs to be done in a professional and compassionate manner. This will ensure the employee that you are not trying to tear anybody down but rather working with the employee to build a successful organization. Each employee has a different personality and based upon this you may need to be more sensitive when evaluating the employee. An evaluation should be performed four times for new employees and twice for the other employees. For a new employee there is an evaluation after the initial training is finished, there is a 90 day evaluation, a 6 month evaluation and a 1 year evaluation. For other employees the two evaluations are done at...
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