CAREER MANAGEMENT

Career Management: A career is all the jobs that are held during ones working life. Edwin B. Flippo defines career as a sequence of separate but related work activities that provides continuity and, order and meaning in a persons life. Career management focuses on career goals and it 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. Following are the key ingredients for career management, which focuses on the process of implementing organizational career planning. Top management support. Coordination of other human resource activities. Involvement of superiors. Use of human resource managers as consultants. Periodic skill assessment. Realistic feedback about career progress. Equal access and open enrollment. Focus on psychological success rather than advancement. Flexibility for individual needs.

 Climate setting for career development. Small Pilot Programmes. Periodic programme assessment. Career management involves both organizational actions and individuals initiatives to ensure that when the career plans developed by the organizational requirements and individuals aspirations undergo unanticipated changes, they are managed appropriately on a continuing basis. There are three major categories to undertake career management. To select a field of employment and employer: - One cannot manage his career unless one has a long-range objective and the first point is to think in terms of where you ultimately want to be. Other important point is to view your potential employer and position in terms of long-range career goals. To know where you are: - To be aware of the opportunities available to you in the current position and to carefully and honestly posses current performance. Plan your exit: - To leave the current organization on good terms and not under questionable circumstances. Career management is complementary to management development and it is concerned with planning and shaping the path, which people take in their career progression within the organization. The underlying assumption of career management is that, in the context of management succession, the organization should be alert to provide able people with training, guidance and encouragement to enabler them to fulfill their potential.

HR APPROACHES TO IMPROVING COMPETENCIES

Following are the approaches, which help in improving competencies among the employee of the organization. 1. Incentives. The term in incentives means an inducement, which rouses of, stimulates one to action in a desired action. An incentive has a motivational power, and may be broadly grouped into (a) Financial incentives: - Common use of money as incentive are in form of wages and salaries, bonus, retirement benefits, medical reimbursement, etc. money plays a significant role in satisfying physiological and security/ social needs. (b) Non-Financial Incentive: - the following non financial incentives could be effectively usedi. ii. iii. iv. v. vi. vii. Appreciation of work Done Competition Knowledge of result Workers participation In Management: Opportunity for Growth Suggestion System Job Enrichment

2. Management By Objectives (MBO): - Management by Objective can simply be defined as a programme that encompasses specific goals, anticipatively set for an explicit time period, with feed back on goal progress. 3. Training: - Training is a process of learning a sequence of programmed behavior. It is application of knowledge. It gives people an awareness of the rules and procedures to guide their behavior. It is used to teach the employee the most efficient and effective ways of performing their job. Also used for better quality of their working.

4. Off the job techniques: - Many Techniques could be very effectively used for the purpose and these are: a) The Case Study b) Role Play c) In-Basket Method d) Sensitivity Training