...Nonprofit organizations, such as PCAA or Feeding America, create purpose for thousands of individuals everyday. From outreach programs to gaining donations, these companies work intricately to spread awareness nationwide. Public relations and communications are dynamic and important positions within nonprofit organizations as such. Sustaining relationships and communicating effectively is needed in order to efficiently run any highly noted non-profit organization. My aspirations for the future involve working as a Vice President of Communications and Public Relations for a nonprofit organization helping those in need. I have held two positions that have guided me in deciding my future career route. Service to others is a passion of mine with...
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... 1 Dec. 2004 Human Resource Management: Career Development Dhruba Kumar Budhathoki* ABSTRACT This paper mainly emphasizes on career development which is gaining much importance in recent times in order to retain skilled, competent and result oriented people in the organization. This paper invites special attention in this area of organizations. PEOPLE ARE THE SOURCES of all productive effort in organizations. Organizational effectiveness depends on the performance of people working in organizations. Better people achieve better results. As a part of human resource management, every organization should acquire and retain skilled, competent, and motivated employees, because the full potential of human resources needs to be achieved for the growth of the organization. For the purpose of retaining skilled employees, management should assist individuals to plan their careers with realistic information about career opportunities that exist within a particular organization. Career planning is a recently developed phenomenon and organizations are nowadays looking HRD in this new angle. The tremendous growth of organizations in recent times due to technological improvements and tough competition in global market necessitates the organizations not only to select the right type of staffs, but also to retain them in the organizations. The dynamic and growth oriented employees should be allowed to grow through career development programs because the high turnover...
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...HR Plan-06s Career Planning I. Meaning & Elements of Career II. Career Planning: Meaning and Nature III. Career Planning Benefits IV. HR Department Assistance for Career Planning V. Different Stages of Career Development Process Or, Cycles of Career Development Process VI. Career Development I. Career: Meaning & Elements Definition of Career Career is a sequence of attitudes and behaviors associated with the series of job and work-related activities over a person's lifetime. Yet in another way, it may be defined as a succession of related jobs, arranged in hierarchical order, through which a person moves in an organization. As the literal definition of career focuses on an individually perceived sequence, to be more accurate, career may be either individual centered or organization-centered. Therefore, career is often defined separately as external career and internal career. External career refers to the objective categories used by society and organizations to describe the progression of steps through a given occupation, while internal career refers to the set of steps or stages which make up the individual's own concept of career progression within an occupation. For such two different approaches, in organizational context, career can be identified as an integrated pace of vertical and lateral movement in an occupation of an individual over his employment span. Important Elements of Career Analyzing the definitional context, it...
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...What is Career Planning? Career planning is the process of establishing career objectives and determining appropriate educational and developmental programs to further develop the skills required to achieve short- or long-term career objectives. Meaning: Meaning Career planning is the process by which one selects career goals and the path to these goals. Career development is those personal improvements one undertakes to achieve a personal career plan. Career management is the process of designing and implementing goals, plans and strategies to enable the organization to satisfy employee needs while allowing individuals to achieve their career goals. So, due to this career planning and development is necessary to each and every employee in an organization. The need of career planning and development is felt in each and every organization of today’s global world. Benefit of Career Planning: For Individuals: 1. The process of career planning helps the individual to have the knowledge of various career opportunities, his priorities etc. 2. This knowledge helps him select the career that is suitable to his life styles, preferences, family environment, scope for self-development etc. 3. It helps the organization identify internal employees who can be promoted. 4. Internal promotions, upgradation and transfers motivate the employees, boost up their morale and also result in increased job satisfaction. 5. Increased job satisfaction enhances employee commitment...
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...Employee Motivation and Career Development By Laura M. Davis Employee Motivation and Career Development Employee Motivation and Career Development is an essential concept of an organizations success. It is important to understand the effects of Employee Motivation and Career development and how it will utilize the success of an organization. Introduction The Career Development process can be used for many applications in an organization. It allows the employees to understand what skills they need to develop. The success of Career Development programs is to improve the competency of their employees and better utilize their KSA’s (knowledge, skills and abilities). It is important for employees to be trained in the skills essential for meeting the challenges an organization faces in achieving their goals and expectations. The purpose of this paper is to explain how Career Development plans are an essential part of enhancing the workplace environment and how an organization can develop their employees successfully. This paper will also explain how Employee Motivation can benefit an organization and what motivates employees to reach a higher potential in their work environment. It is important for employees to be motivated and encouraged to reach their full potential to prosper and grow in the organization. Employee Motivation Individuals have different reasons for working. Most individuals work because they need to obtain something they need from work. Whatever the employees obtain...
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...2010, 13-22 13 CAREER PLANNING PROCESS AND ITS ROLE IN HUMAN RESOURCE DEVELOPMENT ELIZA ANTONIU ABSTRACT: This paper addresses specific questions on career planning, activity which plays an increasingly representative role in the human resources management. People were always concerned about choosing and building careers to meet their needs and aspirations. Career planning process involves both individual and organization responsibility. In the contemporary business environment, highly competitive, we find that career management responsibility rests increasingly on the individuals. Organizations also play an important role; its need to have and maintain a competent staff, considered as the main source for obtaining competitive advantage, most advanced companies develop and apply an integrated management career system, beneficial both for themselves and for their employees. KEY WORDS: planning activities; career management; human resource; system JEL CLASSIFICATION: M12 1. CAREER PLANNING – AN ESSENTIAL COMPONENT OF HUMAN RESOURCE MANAGEMENT The current economic context, marked by increased competition, integration in the European Union and especially the need to maintain competitive advantage in an increasingly uncertain business environment, have led to the introduction and the deployment of human resources activities until recently neglected. Thus, more companies in Romania have started to develop and implement organized planning and career development systems...
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...An organization without career planning and career development initiatives is likely to encounter the highest rate of attrition, causing much harm to their plans and programmers. Similarly without succession planning managing of vacancies, particularly at higher levels becomes difficult. There are examples of many organizations that had to suffer for not being able to find right successor for their key positions. With the increase scope for job mobility and corporate race for global headhunting of good performers, it is now a well established fact that normal employment span for key performers remains awfully short. Most importantly, the major focus of career planning is on assisting the employees achieve a better match between personal goals and the opportunities that are realistically available in the organization. Career programmers should not concentrate only on career growth opportunities. Practically speaking, there may not be enough high level positions to make upward mobility a reality for a large number of employees. Hence, career planning efforts need to pin point and highlight those areas that offer psychological success instead of vertical growth. Career planning is not an event or end in itself, but a continues process of developing human resources for achieving optimum results. It must, however be noted that individual and organizational career are not separate and distinct. A person who is not able to translate his career plan into action within the organization...
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...REFLECTING ON CAREER IMPLICATIONS… ((CHAPTER 1—INTRODUCTION) REFLECTING ON CAREER IMPLICATIONS… 1. Attributes of Strategic Management: How do your activities and actions contribute to the goals of your organization? Observe the decisions you make on the job. What are the short-term and long-term implications of your decisions and actions? Have you recently made a decision that might yield short-term profits but might negatively impact the long-term goals of the organization (e.g., cutting maintenance expenses to meet a quarterly profit target)? 2. Intended versus Emergent Strategies: Don’t be too inflexible in your career strategies; strive to take advantage of new opportunities as they arise. Many promising career opportunities may “emerge” that were not part of your intended career strategy or your specific job assignment. Take initiative by pursuing opportunities to get additional training (e.g., learn a software or a statistical package), volunteering for a short-term overseas assignment, etc. 3. Ambidexterity: Avoid defining your role in the organization too narrowly; look for opportunities to leverage your talents and your organization’s resources to create value for your organization. This often involves collaborating with people in other departments or with your organization’s customers and suppliers. 4. Strategic Coherence: Focus your efforts on the “big picture” in your organization. In doing this, you should always strive...
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...Executive Summary Current models of careers have moved away from traditional, hierarchical paths to more horizontal ones. De-layering has meant fewer promotions and an alternative emphasis on skilling and cross-functional or cross-regional moves. Faced with slimmer prospects for advancement, many people have become disillusioned with careers in large organizations. Some recent research has described work and careers as moving out of these organizations altogether, into smaller, more entrepreneurial firms and into individual, consultant-type roles. Years ago, in the days before large organizations created career paths for their members, individuals were largely members of a contingent workforce, or were self-employed, self-sufficient farmers and trades people. Organizational careers were rare; individuals managed their own work. Given the shift just described, are we moving back to this kind of model? We consider past and current career models and set out a vision of future careers that differs from the past in one primary way: the existence of horizontal links that transcend geographic and organizational boundaries. As these links continue to grow, they will provide more opportunity and flexibility than were ever available under the previous systems—for those who have the knowledge and skills to take advantage of them. Career Dimensions There are many dimensions and layers within an organization. There are the obvious elements of an organization such as business strategies, profit...
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...boundaryless career on individuals, organizations and society, by some researches, who suggested that, in practice, in spite of bounaryless career are widely used. Before discussing “boundaryless careers.” It is helpful to define “career.” A person’s career is the unfolding sequence of his or her work experience over the (Arthur, Hall, and Lawrence, 1989). The concept of boundaryless career first appeared in the 1990s, is by Arthur in 1994 in the Journal of Organization Behavior, refers to a career can consist of one job held in an organization for a long time, many jobs held in the same organization, the same job in many different organizations, or many jobs in many organization; the sum total of one’s work experience in one or several organization is her career. The concept of career is highly influenced by environmental factors such as culture, socio-economic factors and personal factors; therefore, a career can be defined as a mixture of work-related, rather than work-related factors (Sullian and Baruch, 2009). Past career studies not revolve more relationship between individuals, organization and society, which helps to develop a now career model, provide the new concept of career research, such as boundaryless career (Inkson et al., 2012). Boundaryless career is also an ideal concept for examining the strengths and weaknesses of various career orientations (Briscoe and Hall, 2006). This essay will consider that by the analysis, a general comment in boundaryless career, through...
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...Employee Training and Career Development Paper FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT HRM/300 Employee Training and Career Development Paper Training and development of the employees are important to an organizations success. The human resources management team’s role in the employee training and development, and organizational development is to provide the tools and information needed to be successful. Employee development methods are beneficial to the organization and employees because it ensures that changes are met within the organization. The importance of the human resource management’s involvement in the process is to develop and make sure that programs are available to meet the needs of the organization. Role of Training in an Organization’s Development The role of training in an organizations development is to develop employee’s skills, and knowledge to help the employees to perform his or her job more effectively. DeCenzo and Robbins (2007) defines employee training as “present-oriented training that focuses on individual’s current jobs” (p. 209). An organizations development depends on how well an employee can do his or her current job. Training provides employee’s an opportunity to develop his or her skills, knowledge, attitude, and behavior. An organization profits from training employee’s because the organization needs to have workers who are well-adjusted, have training, and experience to perform the job requirements. Organizations invest in employee training...
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...Employee Training and Career Development Sean P. Kelly HRM/300 December 14, 2015 Employee Training and Career Development The success of any organization rests on the strength of that company's ability to train and develop its employee's. There are several fundamental elements that need consideration for an organization to succeed. These elements include planning, vision, structure, research, and marketing campaign are just a few examples. Employee training and career development are equally vital to the success of any organization. According to Kim (2005) “One of the biggest issues facing organizations is the increasing diversity of the modern workforce. Determining how to manage and develop today’s workforce effectively from the perspective of career development has become a critical issue at the organizational level.” (p. 47). Without the training and developing of its workforce the future of the organization could be over before it begins. Training in organization development is a very important part of advancing the organization and the workforce. The belief that some employees have weaknesses or have some traits that need to be improved upon goes without saying. Training can address these issues of weakness within an employee, by strengthening the workforce and building confidence within those employees. A trained and more intelligent workforce...
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...employee engagement. It also focuses on the organization involvement in career development plans. As analysis methods, we created a survey that was issued to friends and family. We also conducted a focus group with an undergraduate class. The results determined that training and development will increase employee engagement. The purpose of this project is to understand and analyze the importance of employee development programs. Not focusing on one organization allows the project to be a general overview. This project will provide conclusions and recommendations for employee engagement. There is no single formula for creating an employee development program, but there are some important components that should be considered. A truly effective employee development program should include learning, career planning, goal setting, and evaluation. These areas will help the program be beneficial to the employees who utilize and to the organization that provides it. Without them, the employee development reverts back to being simply thinking. According to Schein, Organizations today are undergoing a metamorphosis. Whether one thinks of it as “downsizing,””rightsizing,””flattening,” becoming a “learning organization,” or simply as “transformations” into something as yet unknown, no one would challenge the fact that profound changes are occurring worldwide. These changes in the occupational environment have implications for career development in the future. Will there even...
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...In this report we will be discussing the how company policies and practices influence the employees career management strategy. Career management can be defined as a lifetime process of planning ones career which as to do with choosing and setting goals and creating strategies for achieving the goals set. Career management is a blend of structured planning and active management of one career choice. Scomi is a multinational corporation based in Malaysia; it’s an international service provider generally in oil and gas business, the company is listed on the Malaysian stock exchange market, gaining about USD 544million in 2009. Scomi has a total of 5000 thousand employees in 60 different location and 29 countries. Scomi corporate culture In 2007 Scomi launched a project called the Scomi way which was to help create a culture that which completely leverages the skills of their employees, creating a culture where its employees feel valued, and fulfilled In the company policies and practices its states that its employees play an important role in establishing, maintaining and enhancing the reputation of the company, its image and brand while in observance and adherence to all standards, it important that its employees conduct its activities with professionalism and comply with its code of conduct. Under its policies and practices Scomi sees it’s self as an equal opportunity employer it intends to a) uphold a working environment free from unfair discrimination, sexual harassment...
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...in the Career Management Process 9 Figure 3: Strategy - decisions about competition 15 List of Tables Table 1: HR Practices utilized by Marks & Spencer to address strategic needs 17 Question 1: In an industry where competition is intense, developing staff has probably never been so important. By training and developing its staff, discuss how Marks & Spencer is in a position to develop a competitive advantage over its competitors. Introduction A competitive advantage is a superiority that an organization can gain over its competitors by providing the same value at lower prices or charging higher prices for providing greater value through differentiation, Business Dictionary (2015). Grobler et al (2011:9) noted that in the past the focus of Human Resources (HR) was an administrative one (traditional HR) with focus on personnel issues, more recently HR has been recognized as being contributory to the organization’s overall strategy. HR is therefore an integral part of achieving competitive advantage. One such HR practice that enables competitive advantage is in training and development of its staff. Noe et al (2012:98) noted that in the knowledge economy it is the organization’s intangible assets which provide for competitive advantage. A company’s intangible assets comprise human capital, intellectual capital, social capital and customer capital. Training and Development When there are deficiencies in key skills required by an organization, this...
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