Essay About Career Development And Role Of The Employee

Human Resource Management
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Human Resource Management 2
Human Resource Management:
Career Development
With the rules of managing people always changing, organizations must be able
to adapt to change. With the ever changing labor market there is career development. At
some point throughout one’s career there will be some type of development. In career
development programs there are three aspects. Also within career development there is
diversity management and personal career development.
The first aspect of career developemnet programs is “the goal” matching
individual and organizational needs. “In the final analysis a career development program
should be viewed as a dynamic process that matches the needs of the organization with
the needs of employees” (Bohlander and Snell, 2004, p. 289). On an individual level
once a career has-been identified that fits the interest of the individual, research must be
started (Locke). The role of the employee is to manage their own. In doing so an employee has to
recognize their capabilities and strength. Knowing one’s self has been recognized as one
key construction of career self realization (Guichard). It is up to the employee in
further developing their career. Although an employee’s progress is ultimately his or her
responsibility. A manager can encourage the employee, and offer continuing assistance in
the form of feedback on the individual. In order for an employee to develop a career
plan, the organization has to insure information about its mission, policies, and plans are
given to the employee. If an employee fails to know the organization’s mission, he or she
is very unlikely to progress. Due to this many organizations issue mission statements.
Also in the aspect of the goal organizational programs has a role. “If career
development is to succeed it must receive the complete support of top management (Snell
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2004, p.290). In this managers work together in making a career developing system. The
system that managers come up with should reflect the goals and culture of the
organization. With an organization, expectations should be set an clear to understand.
Managers of an organization also become mentors. “one of the most important indicators
of management support comes in the form of mentoring” ( Bohlander and Snell, 2004,
p.291).
Along with the individual role and the organizational role, there is blending of the
two. “Before individuals can engage in meaningful career planning, not only must they
have a good awareness of the organization’s philosophy, but they also have
understanding of the organization’s more immediate goals. Failure to do so can cause
problems in an individual advancing. It is impossible for an individual to have career
goals and know exactly where they are going. “The first goal of HRM is to attract
individuals who show signs of becoming, valued productive, and satisfied employees”
(Daft and Marcic, 2004, p. 315).
Another aspect of career development programs is identifying career
opportunities and requirements. In identifying career opportunity and requirements
there are five things an employee may encounter. One such thing an employee may
encounter is a competency analysis. A competency analysis is an individual’s assessment
on job skills and knowledge. Some competencies that may be evaluated for a job are
know-how, problem solving, and accountability. Know- how can be broken down into
three subcategories which are technical, managerial, and human relations. There are also
subcategories for problem solving and accountability. Each category is given a certain
score. The totaling of all the categories is the overall evaluation of a competency
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analysis.
An employee may also encounter job progression. In most organizations there is
room for job progression. Job progression is a higher range of jobs that an employee can
experience. As an employee begins to progress, he or she will then develop a career path.
A career path is a map of positions to advance to. An employee also must realize the
possibilities that are available. Such possibilities include transfers, demotions, exits, and
promotions