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IMPORTANCE AND OBJECTIVES OF CAREER MANAGEMENT


IMPORTANCE AND OBJECTIVES OF CAREER MANAGEMENT

Well-planned and executed career programmes will benefit both the organisation and the employees in a number of ways. These include the following:

1. Employment equity:  Guidelines demand fair and equitable recruiting, selection and placement policies and the elimination of discriminatory practices concerning promotions and career mobility- Many affirmative action programmes contain formal provisions to enhance the career mobility of women and other formerly excluded groups, including the development of career paths and the design of formal T&D activities.

2. Changes in Performance Indexes: Improved employee performance ratings, improved employee morale, reduced turnover rates, reduced employee absenteeism, increased promotions from within and reduced time to fill job openings are other positive indicators for measuring the effectiveness of a career program.

3. Provide Guidance: For employees, the object of career management is first to give individual the guidance, support and encouragement they need if they are to fulfill their potential and achieve a successful career with the organisation time with their talents and aspirations.

4. Solving staffing problems:  Certain staffing problems may be remedied through effective career management. First, a high rate of employee turnover may be caused, at least in part, by a feeling that little opportunity exists within the organisation. Second, recruiting new employees may be easier if applicants realize that the company develops its employees and provides career opportunities.

5. Progressive Focus: Today the aims of human resource activities like election and training have become somewhat broader. Due to career management, these activities are now designed to serve employee’s long-run interests, in addition to serving the company needs. These provide more of development focus.

6. Matching the Standards with the Results: Comparison between already established goals and objectives and achievement is the biggest indicator of the effectiveness of a career program. Lesser the difference between the two, more successful the program is. But before matching the two, HR managers should make sure that the set standards were feasible to achieve and achieved output is calculated without any bias.

7. Staffing from within. Because of the many potential advantages of promotion from within, most organisations like to promote employees when positions become available. But recruitment from within requires a strong career management programme to guarantee that employees can perform effectively in their new jobs. Promoting employees before they are ready to assume their new jobs will result in unsatisfactory performance, as predicted by the Peter Principle.

8. Careers are Reinvented: Careers today are not what they were several years ago. Careers were traditionally viewed as an upward, linear progression in one or two firms or as stable employment within a profession. In the words of “Today, career is more likely to be driven by the person, not the organisation.” John Holland Suggest that tomorrow’s career won’t be so much a gradual mountain climb as a series of short hills, as the person switches from job to job and from firm to firm. He says, “Yesterday, employees traded loyalty for job security.”

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