Career Planning. Career planning is the process of setting individual career objectives and creatively developing activities that will achieve them.
Career planning can also be seen as a personal process, consisting of three criteria: (1) broad life planning, (2) development planning, and (3) performance planning. The HRD practitioner has an obligation to encourage as well as provide for the utilization of career planning on the part of employees. Career planning is the employee’s counterpart to the organization’s overall human resource planning activity.
Career planning plays a crucial role particularly because it can assist an individual to manage the direction he/she aspires his/her career to take, the know-how and job skills you will require and how you can achieve them. Moreover, to aid you in planning your career, you can consider self-assessment for this will assist you to understand your personal as well as your career goals, strengths and weaknesses, your preferences and interests. Continue reading “Career Planning and Career Awareness”
Organizational Initiatives of Career Management : These refer to the reality that it is the employees within the organization that make initiatives prosper. When their performance objectives are identical to that of their organization’s initiatives and when they perfectly meet their performance objectives, then, the organization’s initiatives flourish.
Some Examples of Career Initiatives :
1) A Job Posting System
• Job posting is an organized process that allows employees to apply for open positions within the organization.
• They can respond to announcements and postings of positions and then be considered along with external candidates.
Job Posting System is the arrangement wherein a company privately posts a list of open positions (which include the job requirements as well as their descriptions) in order for the current employees who aspire to shift to different functional areas or positions may apply. Continue reading “Career Management Initiatives and Career Path”
Career Planning and Development– this refers to offering employees the guidance to formulate opportunities and realistic career goals in order to realize them.
• Trial Stage. This is the time from approximately age 25 up to 30 during which an individual identify whether or not the selected field is appropriate and if it is not, tries to alter it.
• Stabilization Stage. this is the period in which approximately from the age 30 up to 40, during which occupational objectives are set and clearer career planning is established in order to identify the progression of obtaining goals.
• Mid Career Crisis Stage. This refers to the period taking place between mid-30s and mid-40s during which individuals usually make a major re-evaluation of their progress comparative to their original goals and aspirations. Continue reading “Career Stage and Career Planning”
Leadership. This can be identified as the capability of a person to improve the potential of a team in pursuit of mutual interest. There are various leadership styles such as consultative, participatory, authoritarian etc.) Each style can be suitable to the attributes and contexts of workers. The source of leadership may be the hierarchical power, charisma, the power of behavior and knowledge.
Through proper education and adequate training, individuals who have responsibility for other people may develop optimum leadership style. It is vital to consider that a leader does not command, it seeks consensus, it runs, it does not impose and does not divide but intends to unite.
Mentoring. This is a process wherein a mentor advises, instructs and directs the mentee in their professional and personal development. This is the conventional sponsorship which is presently utilized particularly in high positions in companies or organizations.
Mentoring must not be invented, it requires careful planning, setting goals and keeping track of results. even though there are similarities, mentoring varies from coaching since the mentor should possess expertise in the area in which you prefer to begin the mentee, on the other hand, the coach does not need to possess an experience in this area. Continue reading “Great Soft Skills for Managing HR Departement or HR Division”
Cost-effectiveness. Firms must ensure that they compensate their workers accordingly. The workers reward system must be able to sustain the firm or the organization.
Coherence. All the methods taken by an organization or a company in the management of human resources should be in consonance with the firm’s vision and mission. In like manner, human resources managers must direct their concentration on what the firm needs and the abilities of employees.
Comprehensiveness. This covers the efficient management of all aspects of the individuals you’re working with considering that human resources is actually the most essential resource your firm possesses. In other words, the health, financial, transportation and tools or anything that workers require to work must be properly taken care of. Continue reading “The Key Principles of Human Resource Management”
Recruitment and Selection. This refers to the processes and procedures in order to guarantee the recruitment and deployment of the appropriate combination of people who can ensure efficient contribution to the firm or organization.
Training and Development. This is considered as a combined role which is usually referred to as HRD or Human Resources Development. This intends to aid develop human resources so to remain competitive in the business or marketplace.
Training concentrates in executing various activities so to help develop workers for their present jobs. On the other hand, development pertains to preparing workers for future responsibilities and roles.
Performance Management. This is all about the culture that bolsters the continuous development of the processes in the business as well as those of an individual’s behavior, skills and contributions. Continue reading “Key Functions of HR Management”