CAREER MANAGEMENT (SUMMARY)

 Career management is as important for a company as it is for an employee.

By supporting workers during their pursuit of advancement, organizations
enhance their overall performance. To this end, there are many ways in which
a career management program can be implemented.
 Promotion. Movement of a person to a higher-level position in an
organization.
 Demotion. Process of moving a worker to a lower level of duties and
responsibilities, which typically involves a reduction in pay.
 Transfer. Lateral movement of a worker within an organization.
 Separation refers to the end of an employee's working relationship with a
company, often resulting from an employment contract or at-will agreement. It
can be voluntary or triggered by retirement or resignation.
 Talent Audit. Review talent pool based on demand and supply forecasts for
HR planning and performance assessment, aiding employee career planning.
 Self-assessment is the first and the most important step in choosing an
occupation or major, planning your career, and starting a job search.
Communicating and articulating your interests, skills, achievements, and
values to an employer is critical to a successful job search. Below is a brief
description of the various components of self-assessment.
 Succession and career planning is the process of identifying, nurturing,
developing, and training new leaders for future requirements or replacement
of the existing leaders to continue the trend of dependable leadership in the
organization.
 Schein (1978) developed career anchors, which categorize people into
technical, managerial, autonomy, security, entrepreneurial, service,
dedication, pure challenge, and lifestyle. These categories reflect people's
career needs, with technical competence, managerial competence,
autonomy, security, entrepreneurial creativity, service, dedication to a cause,
pure challenge, and lifestyle preferences. These categories help individuals
identify their strengths, weaknesses, and preferences for their chosen career.
By understanding these career anchors, individuals can better navigate their
careers and achieve their goals.
 Self-assessment involves evaluating an employee's interests, skills,
characteristics, and values. Companies provide career paths and extensive
research, involving performance evaluation for development programs.
Decision-making aligns career opportunities with goals, and taking action
bridges individual aspirations with development programs. Regular
evaluations track progress and help employees stay on track.
CAREER MANAGEMENT (REACTION)

Career refers to a person's chosen course of action throughout their work,

encompassing occupation positions over the years. Some individuals achieve goals and
satisfaction, while others feel their potential goes unfulfilled. Employers significantly impact
employees' careers, with some implementing formal career management processes and
others implementing minimal ones. Career management is a process that allows employees
to identify better and develop their career skills and interests and use these talents and
interests most effectively within and when they leave it. Providing realistic career-oriented
appraisals, publicizing vacant opportunities, and giving formal career development activities
are examples of specific career management actions.

The goal of career management for the business is to satisfy the objectives of its
talent management policies, which are to provide a talent flow that creates and maintains the
appropriate talent pool. The goals of career management policies for employees are: 1) to
provide them with the guidance, support, and encouragement they need to reach their full
potential and have a successful career with the organization that is aligned with their talents
and ambitions, and 2) to provide those with promise with a sequence of experience and
learning activities that will prepare them for whatever level of responsibility they are capable
of reaching. Organizations must decide whether to grow their talent or rely on external
recruitment. Some policies involve recruiting high performers for promotion, while others
focus on long-term career planning. Employers may develop structured approaches, such as
performance reviews, assessment centres, high-flyer schemes, and planned job moves. To
address plateaued managers, steps include lateral moves, temporary assignments, and
secondments outside the organization. Ultimately, the organization's approach to talent
management should be based on the organization's needs and goals.

Career management is the purposeful planning of one's actions and engagements in

the tasks one undertakes to achieve greater fulfilment, growth, and financial security. It is a
step-by-step process that begins with self-awareness and progresses to occupational
awareness. One's career is the sole source of an individual's natural expression of self.
According to one school of thought, work is the goal of life, the source of one's expression,
and the reason for being or being. Others believe that there is a significant gap between a
person's career and his or her life. Work is an integral part of one's life; thus, it must be
managed.