Project Report on Career Mangement Essay

In recent years, however, biographynow refers to changes or modifications in enjoyment during the foreseeable future Career Management Career Managementis the faction of structuredplanningand the active steeringchoice of 1s own professional line of achievement. It includes 1. Development of overall finiss and objectives, 2. Development of a dodging (a general means to accomplish the selected goals/objectives), 3. Development of the specific means (policies, rules, procedures and activities) to put on the strategy, and 4.To understand the life story management function To find out the character of exclusive in career management how an individual cook this offshoot correct. To know the organisational role I the process of career management Today with intense competition everywhere, agreed with economic changes, companies are sharply pursuing the strategies for downsizing, outsourcing, and synergy through alliances.Pursuing strategies that result in going a expressi on of jobs is a distressing experience some(prenominal) for those who get the axe and the citizenry who are still with the company. It is in context of this corporate authorizedity that career management assume much signifi spatece Methodology and Re wait protrude The study attempts to understand the organization individual role in managing the career exhibits through which an average individual passes. The research methodology, which I contrive chosen, is deductive in which primary data consumeed by Questionnaire which is composed consent close ended and unfold ended questions secondary data is collect by means of net libraries.The Career Management process The process begins with the goal setting then further constitutes making is shape. Goals/objectives Development The career management process begins with setting goals/objectives. A relatively specific goal must be formulated. This task may be quite tall(prenominal) when the individual lacks cognition of career o pportunities and/or is not fully awake(predicate) of their talents and abilities. However, the entire career management process is based on the shortly landmark goals (one or 2 years) are usually much more specific and limited in scope.Short terms goals are, of course, are easier to formulate. medium goals (3 to 5 years) tend to be less specific and more open ended than short term goals. Long term goals are the around fluid of all. Lack of life experience and knowledge or so electric potential opportunities make the formulation of enormous term goals difficult. Makingcareerchoices and decisions Managing the organizational career concerns the career management tasks of individuals within theworkplace, such as decision-making, life-stage passings, traffic with stress etc. Taking surmount of ones individualised development as employers take less responsibility, employees need to take control of their own development in order to maintain and enhance their employability . Stages of career management Career formation starts during school years and ends at the seclusion age five career stages regardless of occupation can be identified as, The exploration stage This stage ends for most individuals as they make transition from formal education programs to work.The grueling pressure and competition have left youngsters unprogrammed, exhausted, cynical, and chronically anxious about their future instead of organism most optimistic and hopeful. educational psychologists tell us that they are beholding record number of teenagers who are overwhelmed by the pressure and paralyzed by the tremendous number of choices available to them The establishment stage The period begins with the search for work and includes getting the first job, being accepted by your peers, reading the job, and gaining the first tangible evidence of success and failure in the real world.It begins with un certain(prenominal)ties and anxieties, feeling of excitement and fear and is, i ndeed, dominated by two problems finding a niche and making your mark Although the specific causes of archean career disappointments vary from person to person, some(prenominal) general causes have been identified. Studies of the early career problems of young managers typically find that those who experience frustrations are victims of realness shock (Ivancevich, 2004). These young managers perceive a mismatch between what they persuasion the organization was and what it actually is.Young professionals enter an organization with technical knowledge but often without an understanding of the organizations demands and expectations one causation for this could be that the new recruits are not take into accountd with realistic job prevue during the recruiting process. A realistic job pre thought process provides the prospective employee with pertinent info about the job without exaggeration. Organization role during this period could be in the area of socializing, orienting and mentoring of new recruits.When we talk about socializing, and developing employees, referring to a process of helping new employees adapt to their new organization, to get them to manufacture fully productive, thus helping them to develop their self-efficacy level. However in this stage individuals have yet to reach their peak productivity. The organizations role here would be to provide an array of services, like career guidance and training . facts of life involves change of skills, knowledge, attitudes or behavior to help individuals to improve their ability to exercise the job effectively and efficiently.Training thus helps them to reduce the stress that arises out-of-pocket to personal inadequacy. Mid- Career stage This is a period when individuals continue their executing, or level off, or begin to deteriorate. The mid level executive experiences certain pressures, Haider & Supriya 187 which is unique because of the position he occupies in the organization The growing ma nagers presentation a high need for self-actualization. They seek opportunities enabling them to use their skills and knowledge to reach their creative potential. A study of Indian Industries by Nanjanath et. al. 1980) has put up that, of all the factors contributing to managerial potential, the individual qualities of the managers top the list. The third choice for mid-career deals with the employee whose performance begins to deteriorate. This stage for this kind of employee is characterized by loss of both interestingness and productivity at work Loss of productivity and managerial effectiveness has been reported to be a function of personal and environmental factors. organizational roles play an classic part in increasing the individuals effectiveness in an organization.Increased decision-making enhances the meaningfulness employees find in work and provide them greater sense of autonomy, responsibility, certainty, control and ownership. Continued growth and high performan ce are not the only successful outcomes at this stage. Maintenance is early(a) possible outcome of the mid-career stage. The organizational role here would be providing predisposition training exercises, by getting survey feedback from employees to identify discrepancies if any, or scarce moving them to another position in the organization. This can work to encourage 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 continued successes in the earlier stages. aft(prenominal) decades of continued achievements and high level of performance, the time has come for retirement. These individual stair out of the limelight and relinquish a major component of their identity. Educational workshops and seminars and counseling sessions are an invaluable way to help the pre-retirement persons make the transition from work to retirement.Organizational efforts must in clude programs to facilitate pursuing careers fiscal planning, promotion of individual retirement programs and a comprehensive educational programs top (1969) has suggested that the more the retirement is looked upon as a change to new status, the better the transition exit be accomplished. Career management largely an individuals responsibility If on one hand competition and exist economics 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. wise opportunities and accompanying threats make the job markets extremely unpredictable. In such an groping environment, it is ultimately the responsibility of the individual to decide and make choices to pursue a desired career. Personal ambitions coupled with emerging business trends are increasingly shaping the career choice of the people. An organization can at beat o ut support an individuals aspirations if in line with its business goals.With this view of careers in todays environment, an individual needs 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 opportunity for learning, so that when you are doing a job to fulfill you responsibility for the company, you are in like manner strengthening your skills required to develop your career. Career management thus is chiefly an individual responsibility. It is a life long process for an individual, where he constantly learns about his purpose, personality, skills and interests. picAn individual must continuously review learning from his assignments and furnish to develop alternate perspectives of the job, which helps in enriching ones experience. Also a periodic relook at the job and the company along with the opportunities available outside will decidedly help an individual in giving boost to hi s 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 further course of action.Following points will be of immense help for an individual Taking a long term view of where one wants to be Accept short term trade offs for long term benefits (low pay offer or some lateral move, which are vital for career development and contact building) shrewd decision between specialized jobs and isolated jobs Building the right connections both inside and outside the firm Assess oneself honestly Keep abreast of changes and capture first mover advantage Plan our exit (timing, doodad and dignity) pic Challenge for HR matching career aspirations with business needs Employee homage to the company is higher when the job fulfills intrinsic needs and personal goals of the employees. By assisting an i ndividual 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.