CAREER MANAGEMENT

INTRODUCTION

• Career Management is a life-long process of investing resources to

accomplish your future career goals.
• It is a continuing process that allows you to adapt to the changing
demands of our dynamic economy. 
• The career management process embraces various concepts:  Self-
awareness, career development planning/career exploration, life-long
learning, and networking.
• Career management is the combination of structured planning and the
active management  choice of one's own professional career. Career
Management is an umbrella term that covers Career Planning & Career
Development on an individual level or at an organizational level. Career
management also covers talent management, as part of a talent retention
strategy.
• Career management was first defined in a social work doctoral thesis by
Mary Valentich as the implementation of a career strategy through the
application of career tactics in relation to chosen career orientation
(Valentich & Gripton, 1978).

• Career orientation referred to the overall design or pattern of one's

career, shaped by particular goals and interests and identifiable by
particular positions that embody these goals and interests.

• Career strategy pertains to the individual's general approach to the

realization of career goals, and to the specificity of the goals themselves.

• Two general strategy approaches are adaptive and planned. Career tactics
are actions to maintain oneself in a satisfactory employment situation.
Tactics may be more or less assertive, with assertiveness in the work
situation referring to actions taken to advance one's career interests or to
exercise one's legitimate rights while respecting the rights of others.
 FEATURES OF CAREER MANAGEMENT

• Support from top management

• Periodic assessment of skills and know-how
• Open enrolment
• Full involvement of supervisors and managers in the process
• Coordination with activities related to human resource
• Using managers from the human resource as consultants
• Periodic assessment of programs
• Onus on success
• Realistic feedback related to career progress
 OBJECTIVES OF CAREER MANAGEMENT
• The objective of the career management process is to help in improving
the performences  of the employees. It involves them in identifying strengths and
weaknesses for setting desired goals. It also encourages employees to recognize
the need for training and to provide ample opportunities for its achievement if
necessary.
• The objective of the career management process is to integrate and align the goals
of the employees with those of the organization. It helps to find the right fit in the
organization by matching the right person with the right job profile. It encourages
several practices like rotation and transfers to different departments within the
organization to boost efficiency and productivity. It improves the capabilities of its
existing employees so that there is very little need to hire employees from outside.
• The objective of the career management process is to inform the employees about
the available career options in the organization. It also helps the employees to
identify the skills and know-how needed for jobs in the present scenario and the
future. Career management helps to develop and enhance the career path of the
employees.
• The objective of the career management process from the employer’s viewpoint is
that it ensures the availability of a pool of skilled and competent employees in the
organization.
 NEED AND SCOPE

• Growing future leaders and specialists. Organisations need effective career

management to grow the skills and experience the business needs now
and in the future. Effective career conversations will also allow employees
to be better informed and prepared for new roles and responsibilities so
the transition into new roles will be smoother and more successful. 

• Resourcing & redeployment.   In times of change and restructure, effective

resourcing and redeployment of skills is more important than ever. Career
management helps move people into roles where their skills are most
suited and their aspirations are best met. 

• Improving organisational performance. Research shows that providing

career opportunities is a key practice that influences organisational
performance. 
• Improving employee engagement.   Employee engagement is higher when
the job fulfils the intrinsic needs and personal goals of employees. By
helping employees manage their careers and providing opportunities for
career development, the organisation can ensure higher engagement &
productivity. 

• Attracting and retaining good employees.  Good-quality employees will

stay with an organisation if offered challenge, empowerment and the
chance to progress and develop. Although this may not seem a priority in
the current economy, organisations need to prepare for the potential
retention problems that are likely to become an issue as the economy
improves and the market opens up. 
 ADVANTAGES OF CAREER MANAGEMENT

• The career management program ensures a regular supply of

professional talent to fulfill the goals and objectives of a company.
Staffing inventories is one of its significant advantageS.

• The advantage of implementing a career management program in

an organization is that it encourages staffing from within the
company.

• One of the essential advantages of the career management process

is that it helps an employee to set realistic goals.

• An effective career management program is a remedy to solve

staffing issues.
• The advantage of implementing a career management program in an
organization is that it minimizes the rate of employee turnover and boosts
employee retention.

• The career management process provides better opportunities for career

growth to the employees in an organization.

• Career management is a step in the right direction as it improves

employee engagement and employee satisfaction in an organization. This
leads to enhanced employee motivation

• The advantage of implementing a career management program in an

organization is that it encourages employment equity through appropriate
placement and selection during the recruitment process. It abolishes
discriminatory practices related to promotions and raise.
 DISADVANTAGES OF CAREER MANAGEMENT

• Time Factor
Career planning is usually a long-term and time-consuming process.
• Lack of Objectivity
Only those organizations that believe in strict observance of objectivity in
promotion and transfers can succeed in career management.
• External interventions
Government rules and regulations can also affect the career planning
options of an organization. For example, the government may make it
mandatory for the organization to adopt reservations in promotions.
• Lack of Knowledge and Awareness
It requires employees to be aware of the basics ofcareer planningand
management activities.
• Difficulty in Measuring Career Success
Since career success is an abstract concept, it is interpreted differently by
different persons. Some may consider a good performance on the job as
career success. Others may consider the quality of life as an indicator of
career success. Still, others may consider vertical mobility in the
organizational structure as career success. This divergence of opinions
may cause confusion and vagueness in interpreting career success.
 BENEFITS OF CAREER MANAGEMENT

• Developing employees who will go the extra mile and understand

the benefits of building a partnership with their employer.
• Reaping the rewards of a workforce that has been given the tools
needed to leverage their strengths.
• Increasing employees’ morale by helping them visualize their career
within an organization.
• Supporting human resources manager who must attract, retain,
develop and terminate employees.
• Developing the insight required to increase employee commitment
and satisfaction.
• Gaining employee support for the implementation of critical
business objectives and strategies.
• Career management services increase employees motivation and
engagement towards their employer.

• Identifying employees skills, interests and career objectives.

• Offering employee an opportunity to explore new work possibilities.

• Developing a personalized career action plan.

• Providing an individual with follow-up tactics to ensure that his objectives

are in line with his career goals.
 RECENT TRENDS IN CAREER MANAGEMENT

• Develop your self-awareness

Self awareness is essential for career satisfaction. It involves taking a good
look at yourself - your personality, values, skills, motivations and interests -
so that you can understand what makes you tick. This can help you
identify your ideal career or find ways to improve your current job. You
may think you know yourself well, but most of us have blind spots, so this
is a critical career planning strategy.
• Seek feedback
Seeking feedback is another way to gain self-awareness, but instead of
reflecting inwardly, we ask others to provide us with feedback. This could
involve asking your boss about their opinion of your strengths and areas
that need development - this is important if you areaiming for a
promotion
• Understand the job market
Once you have a better understanding of yourself, the next step is to learn more
about the job market.  To develop an effective career plan, you need to know
which employability skills are in demand. The world of work is changing at a rapid
pace, and to stay relevant, you may need to acquire new skills.
• Develop a vision 
Before you set strategic goals, use your imagination to create a vivid picture of
how you want your life and career to be. This will help you set goals that are
ambitious but achievable and will keep you motivated as you work towards them.
• Set SMART goals 
When you are ready to set your career goals, take the information you have gained
through the previous strategies and write down some SMART goals. This acronym
stands for:
Specific: Your goals are well-defined and focused 
Measurable: There is a to track your goals and know when you are successful
Attainable: Your goals are realistic, and you can obtain the tools or resources to
achieve them
Relevant: Your goals align with your career plans
Timed: There is a deadline 
• Outline your actions 
Goals without actions are just dreams. Once you have written down your
goals, you need to identify some concrete steps that will allow you to
achieve them. 
• Seek guidance 
The final short-term career planning strategy you should consider is
enlisting the support of a career counsellor. Depending on how confident
you are feeling, this could also be your first step in planning your career.
 CONCLUSION

Career management is an ongoing and continuous program that puts its onus
on the employees and their wellbeing. It ensures personal development and
growth by developing competencies so that it can lead to the professional rise
and career growth. Career management is about the future of the organisation,
and also about the effective development and deployment of all employees. Get
career management right and individuals will feel connected to their work,
valued for their contribution, engaged with the organisation, and motivated to
contribute. Their willingness to apply and increase their capability will be
enhanced.  Manage careers well and the organisation’s capability to meet future
demands will be enhanced by its ability to retain existing staff and to attract high
quality applicants.  This in turn unlocks the value chain which links personal
success, organisation performance and business results.  Get career
management wrong, and organisational capability is driven down as individuals
exit either psychologically, becoming disengaged or demotivated, or physically by
moving to competitors.
 BIBLIOGRAPHY

• https://en.wikipedia.org/wiki/Career_management
• https://www.iedunote.com/career-management-benefits-career-manage
ment-model
• https://www.hrzone.com/community-voice/blogs/antoinetteg/why-bothe
r-with-career-management-in-organisations#:~:text=Career%20manageme
nt%20helps%20move%20people,Improving%20employee%20engagement
.
THANK YOU..