\"ASSIGNMENT\" Career management, unlike the other issues, is a continuous proce
ID: 356867 • Letter: #
Question
"ASSIGNMENT" Career management, unlike the other issues, is a continuous process that occurs throughout one's career and not just at discrete times. It may be helpful to think of career management as a philosophy and set of habits that will enable you to achieve career goals and develop career resiliency. Successful career management is accomplished through regular habits of building relationships, engaging in career development conversations, updating your career development plan, and setting new goals as life and career needs change. Being proficient at career management also means possessing basic skills related to job searching and managing changes in a resilient manner Years of change, restructuring, outsourcing and down-sizing have caused people to takea more active role in managing their careers. Employees at all levels face career decisions on a daily basis: is my job safe? Should I stay or should I leave? Should I change careers? Should I pursue new projects? Should I go back to university? Should I start up on my own? And in a rapidly-changing work environment, the answers are not always obvious. It is in the context of this economic reality that career management assumes more significance not less. Career management is about getting people to where they want to be and where the organization needs them to be. If employers want their people to be committed to the organization, engaged with their work and driven to perform they need to provide them with the tools and resources they need to manage their careers within the organization. It's not just a "nice" thing to do it's a business imperative Q1. Explain career management practices in your organization. Describe the stages in the career life cycle, and examine the needs an employee has at each stage of the cycle 10 marks Q2. Explain career management problems in UAE. Debate the issues Human Resources departments face with career management and explain the benefits of career management to employers and employees 10 marksExplanation / Answer
Ans. Q1. Many organizations tend to doubt the necessity of elaborated organizational career management, because it implies a major investment of time and money. Moreover, with career choices becoming a growing individual responsibility, the outcomes of the investments are increasingly uncertain. Many theories, however, argue that investing in the firm’s human capital and the individual career development of employees has long-term benefits for the organization as well as for the individual. When put together, these theories all stress four crucial dimensions in organizational career management: career practices, development I-deals, individual responsibilty, and consensus among management and Human Resources.
The Career Life Cycle Stages refers to the stages of career development that an individual passes through. Basically, there are 5 career stages, which an individual has to undergo during his lifetime.
At this stage, several expectations about the work are created that may be the fantasies, or unrealistic beliefs about the work, very much before entering into the firm.
It is also called as a learning stage; wherein the fresher learns under the guidance of a mentor. At this stage, the fresher commits many mistakes and try to learn from these, thereby gaining a position in the society and working for his career advancement.
Here, the employee must evaluate his current career position, i.e. whether he is advancing, or has stabilized or has started to decline and look for the future career prospects. At this stage, an individual has to maintain a balance between his career and his personal life i.e. spouse and children.
If an individual grows even after the mid-career (i.e. 20 years after mid-forties), then he is considered to be having the pleasant experience with the work. Here, an individual becomes the mentor and guide others through his experiences.
Thus, every individual passes through these five stages of career development as they move along their life cycle.
Ans. Q2. The United Arab Emirates, would benefit from employee training where by its productivity would greatly increase. The UAE should then proceed and implement the employee training systems to its companies in order to increase the productivity of the industries. The employee training would also to some extent improve the relationship between the UAE and the foreign companies especially in the United States that it is in partnership with. Generally, employee training has been proved as the best means for increasing the productivity of a company. Different training mechanisms might be used in training the employee and still a better productivity would be attained. Regardless of the method of training used, the productivity of a company whose employees are trained will definitely be high.
Taking a Closer Look at the Top 3 Human Resource Management Challenges:
1. Change Management
Since this is generally not a focal point for HR professional training and development, change management represents a particular challenge for personnel management. The WFPMA finds that "This may also be the reason why it is cited as the foremost issue as HR continues to attempt to help businesses move forward. An intensified focus on training may be needed to develop added competencies to deal with change management."
2. Leadership Development
As the second of the biggest challenges for human resource management, leadership development needs to be a critical strategic initiative. HR professionals are faced with being expected to provide the essential structures, processes, tools, and points of view to make the best selection and develop the future leaders of the organization. The WFPMA reports that, "Across the globe leadership development has been identified as a critical strategic initiative in ensuring that the right employees are retained, that the culture of the organization supports performance from within to gain market position, and that managers are equipped to take on leadership roles of the future so that the organization is viable in the long term."
3. HR Effectiveness Measurement
How can improvement happen without the right tools to measure HR effectiveness? As with many other areas of business, this profession also needs to be able to measure results in terms of transaction management, as well as in terms of the positive influence on business. "Utilizing metrics to determine effectiveness is the beginning of a shift from perceiving HR's role as purely an administrative function to viewing the HR team as a true strategic partner within the organization," the WFPMA says. "In fact, the next section reports that survey participants believe a critical future issue for HR will be organizational effectiveness - again supporting HR's critical role as a strategic partner to management."
This world federation also notes that, "Where HR departments have traditionally focused on measuring their own effectiveness, there is an evolving recognition that they can provide organizational value by measuring the effectiveness of the entire business organization. The shift is significant as it represents movement from simply counting the numbers hired to determining the ROI of collective and individual hires on a long-term basis. Going beyond measuring turnover, this new approach considers 'bad' turnover and 'good' turnover along with the overall cost of replacement hires."
What are the benefits to the employer’s organization?
Employers use career coach not only as a cost saving measure, but, more importantly, to “do the right thing” for both the employees and the organization. The benefits of having career coach in-house may include:
There are multiple advantages of career development. Providing constructive career development opportunities to employees is one of the most cost-effective ways to achieve the following benefits for your organization's workforce program:
Retain Top Talent
Best-in-class organizations understand the need to retain their top talent. But the cost of retaining top talent can run in the hundreds of thousands of dollars to company expenses. Additional costs associated with retaining talent include the loss of company knowledge, disruption of customer service, and loss of morale and engagement in remaining employees. Providing career development opportunities ensures that valuable individuals are more likely to look within the organization, rather than elsewhere, when they desire a job shift.
Boost Engagement and Productivity
Today's employees expect to find meaning and direction in their day-to-day work - not just jobs and tasks, but meaningful careers and career goals. Employees who have access to career development processes, resources, and tools feel much more engaged and supported by the organization. In addition, employees who drive their own development are far more likely to be motivated and optimally productive on a consistent basis.
Strengthen the Succession Pipeline
The backbone of any effective succession planning process is a well-prepared talent pipeline that can be drawn from at any time. With an employee-driven career development initiative in place, your top talent gains the opportunity to apply for critical roles that may be vacant. Making such opportunities visible and available for all eligible employees ensures that the most qualified individuals enter those critical roles.
Generate Knowledge Transfer and Retention
With the current and impending retirement of millions of Baby Boomers and an aging workforce, it is crucial for organizations to retain the wealth of knowledge and experience of seasoned employees. Career development initiatives aimed at retaining experienced talent provide direct opportunities for knowledge sharing - enhancing and tapping into knowledge capital within an organization, and ensuring that such valuable knowledge is not lost.
Fill Internal Skill and Role Gaps
Skill and competency gaps, particularly within critical high-level roles, are becoming more and more common as roles become more demanding and the demands of leadership grow increasingly complex. Creating a culture and process that facilitates internal mobility is one of the best ways to fill these gaps from within the organization. An internal mobility framework enables qualified employees to find roles most suited to them, and enables the organization to fill such roles without the extensive costs associated with hiring, training, and onboarding outside hires.
Create Positive Employer Branding
Organizations that achieve the most sustainable success are those that attract the best people to develop their strategies and achieve their goals. An effective career development initiative brands your organization as one that truly cares about its employees, helping your organization continuously attract the best people for the roles you need.
Related Questions
Navigate
Integrity-first tutoring: explanations and feedback only — we do not complete graded work. Learn more.