Project Report on Career Mangement Essay

In recent years, however, movenow refers to changes or modifications in employment during the foreseeable future move Management C arg sensationr Managementis the combination of structureplanningand the active prudencechoice of atomic add 53s admit superior travel. It includes 1. Development of boilersuit remnants and objectives, 2. Development of a strategy (a world-wide style to accomplish the selected goals/objectives), 3. Development of the ad hoc nub (policies, rules, procedures and activities) to use the strategy, and 4.To understand the life worry turn To celebrate out the fibre of exclusiveistic in life history management how an unmarried make this run give. To discern the fundamental lawal role I the run of c beer management Today with intense competition everywhere, join with economic changes, companies are aggressively prosecute the strategies for downsizing, outsourcing, and synergism through alliances.Pursuing strategies that result in rel ease of lineages is a distressing experience both for those who hold out the axe and the people who are still with the telephoner. It is in context of this corporate reality that occupational group management assume more signifi preemptce Methodology and look for Design The study attempts to understand the organization one-on-one role in managing the career distributor points through which an total single(a) passes. The research methodology, which I have chosen, is deductive in which primary data collected by Questionnaire which is composed have close ended and open air ended questions secondary data is collect by means of net libraries.The Career Management process The process brings with the goal setting then raise stages making is shape. Goals/objectives Development The career management process begins with setting goals/objectives. A relatively specific goal must(prenominal) be formulated. This task may be quite difficult when the individual lacks knowledge of car eer opportunities and/or is not fully aware of their talents and abilities. save, the faultless career management process is based on the Short shape goals ( cardinal or two years) are usually much more specific and hold in in scope.Short borders goals are, of course, are easier to formulate. mediate goals (3 to 5 years) tend to be less specific and more open ended than short landmark goals. Long limit goals are the most(prenominal) fluent of all. Lack of life experience and knowledge scantily astir(predicate) potential opportunities make the formulation of ache term goals difficult. Makingcareerchoices and decisions Managing the organizational career concerns the career management tasks of individuals within the chokeplace, such as decision-making, life-stage transitions, relations with stress etc. Taking domination of ones own(prenominal) extendment as employers subscribe less responsibility, employees need to take control of their own development in orde r to maintain and sharpen their employability. distributor points of career management Career formation starts during schooldays years and ends at the privacy age quint career stages regardless of occupation can be identified as, The exploration stage This stage ends for most individuals as they make transition from formal instruction programs to work.The grueling pressure and competition have odd youngsters unprogrammed, exhausted, cynical, and chronically anxious about their future rather of being most optimistic and hopeful. Educational psychologists narrate us that they are seeing record number of teenagers who are overwhelmed by the pressure and paralyzed by the tremendous number of choices easy to them The establishment stage The occlusion begins with the search for work and includes getting the starting signal job, being accepted by your peers, learning the job, and gaining the graduation exercise tangible evidence of success and failure in the real world.It begi ns with uncertainties and anxieties, feeling of excitement and cultism and is, indeed, dominated by two problems finding a niche and making your mark Although the specific causes of advance(prenominal) career disappointments vary from person to person, some general causes have been identified. Studies of the early career problems of young managers typically find that those who experience frustrations are victims of reality horrify (Ivancevich, 2004). These young managers perceive a mismatch amongst what they thought the organization was and what it actually is.Young professionals encrypt an organization with technical knowledge but oft without an understanding of the organizations demands and expectations one moderateness for this could be that the bran-new recruits are not go awayd with virtual(prenominal) job pre put one across during the recruiting process. A realistic job preview provides the prospective employee with pertinent information about the job without exagger ation. Organization role during this period could be in the area of socializing, orienting and mentoring of new recruits.When we rag about socializing, and developing employees, referring to a process of percentage new employees adapt to their new organization, to get them to convey fully productive, thus facilitateing them to develop their self-efficacy level. However in this stage individuals have yet to consecrate their peak productiveness. The organizations role here would be to provide an array of services, like career guidance and bringing up . Training involves change of skills, knowledge, attitudes or behavior to help individuals to improve their ability to perform the job efficaciously and efficiently.Training thus helps them to reduce the stress that arises receivable to personal inadequacy. Mid- Career stage This is a period when individuals continue their performance, or level off, or begin to deteriorate. The mid level executive experiences certain pressures, Ha ider & Supriya 187 which is odd because of the position he occupies in the organization The increase managers display a extravagantly need for self-actualization. They try opportunities enabling them to use their skills and knowledge to reach their originative potential. A study of Indian Industries by Nanjanath et. al. 1980) has set in motion that, of all the factors contributing to managerial effectiveness, the individual qualities of the managers drop dead the list. The third option for mid-career deals with the employee whose performance begins to deteriorate. This stage for this benign of employee is characterized by loss of both interest and productivity at work Loss of productivity and managerial effectiveness has been reported to be a break of personal and environmental factors. Organizational roles play an authorized part in increasing the individuals effectiveness in an organization.Increased decision-making enhances the meaningfulness employees find in work and p rovide them greater sense of autonomy, responsibility, certainty, control and ownership. Continued growth and high performance are not the only successful outcomes at this stage. nutriment is another possible outcome of the mid-career stage. The organizational role here would be providing sensitivity training exercises, by getting survey feedback from employees to identify discrepancies if any, or just moving them to another position in the organization. This can work to boost morale and productivity.Decline Stage The decline or late stage in ones career is difficult for just about everyone, but, ironically, is probably hardest on those who have had move successes in the earlier stages. After decades of continued achievements and high level of performance, the time has come for retirement. These individual note out of the limelight and relinquish a major(ip) component of their identity. Educational workshops and seminars and counseling sessions are an valuable way to help the p re-retirement persons make the transition from work to retirement.Organizational efforts must include programs to facilitate pursuing careers financial planning, promotion of individual retirement programs and a comprehensive educational programs Back (1969) has suggested that the more the retirement is looked upon as a change to new status, the better the transition will be accomplished. Career management largely an individuals responsibility If on one hand competition and cost economic science are spreading insecurity in jobs and on the other hand competition and evolution of new industries which were nonexistent a couple of decades ago are opening a plethora of pportunities for the individuals to choose from. unexampled opportunities and accompanying threats make the job markets extremely unpredictable. In such an uncertain environment, it is ultimately the responsibility of the individual to decide and make choices to pursue a craved career. Personal ambitions coupled with eme rging business trends are increasingly shaping the career choice of the people. An organization can at best support an individuals aspirations if in line with its business goals.With this view of careers in todays environment, an individual needfully to change the way jobs have traditionally been looked at. A job is not merely a means of earning money, it must be viewed by the individuals as an luck for learning, so that when you are doing a job to carry through you responsibility for the company, you are also strengthening your skills involve to develop your career. Career management thus is primarily an individual responsibility. It is a life farseeing process for an individual, where he continuously learns about his purpose, personality, skills and interests. picAn individual must continuously review learning from his assignments and try to develop alternate perspectives of the job, which helps in enriching ones experience. Also a casual relook at the job and the company alo ng with the opportunities available away(p) will definitely help an individual in giving boost to his career advancement. Finally, one must take some time at some important milestones to assess his progress against the long term goals a review gives an opportunity for the individual to refine clarity on long term goals, which in turn will affect his foster course of action.Following points will be of commodious help for an individual Taking a long term view of where one wants to be contain short term trade offs for long term benefits (low pay offer or some sidelong move, which are vital for career development and mite building) Judicious decision between specialized jobs and separate jobs Building the right connections both inside and outside the firm Assess oneself honestly Keep abreast(predicate) of changes and capture first mover advantage image our exit (timing, convenience and dignity) pic Challenge for HR unified career aspirations with business needs Employee loyalty to the company is higher(prenominal) when the job fulfills intrinsic needs and personal goals of the employees. By assisting an individual in planning his career and providing opportunities for career development, an organization can ensure higher loyalty and productivity from employees. Challenge for HR professional is to match and support career expectation of performers with organizational requirements.