In the last few years, conception of individuals pursuing their careers and shaping, molding and developing them in order to get maximum advantage received widespread attention in most of the firms, in fact earlier staying in a company for long durations was considered as practical and secure, but with career management and planning the option of moving out faster has really gained momentum in recent years.
But still, we are so ignorant of it in some cases specially freshers these days face a lot of problem, one such query was raised in the forum,
I am working as a Trainee Engineer in a company in the Gulf. More than one year has passed, my designation is still that of a trainee engineer. And nothing has been changed in terms of my salary , my place or my designation. First of all, I started to work here to get some experience and I am still doing the same things again and again. Learning nothing new. I am not at all interested to continue in this same thing now. Time once goes won’t come back again. So I don’t want to waste my time like this here. Something should change but nothing has changed yet. Office timing is for 9.5 hours a day and salary is less than 2100. Nowadays time doesn’t move for me at all as I don’t find the job interesting. There is no use of speaking to higher people as when I do they say I should change the company. But its not a simple thing to change a company. Where to get a new job? I have been trying for a few months but not getting anywhere. Please suggest, what should I do? I tried all my ways. Showed much interest in work. But in the month of February 2011, increment was given to all people but I was left out. From that day I lost my hope. I am of no use here.
The mere fact of having a career plan brings a series of benefits for the organization and for the individuals attached, While it would not be suitable to think that setting up career planning will ensure the long-term retention of human talent within an organization, it does at least ensure that while the talent remains within the company, their skills are fully browbeaten for the benefit of all.
For successful career planning, career resilience is congruent with the many definitions of professional practice that include autonomy, self-direction, and continuous learning. Specific characteristics of career-resilient individuals, and hence integral focus of a career planning and development program, include professional autonomy, competence, and self-efficacy. Potential outcomes of a career development program on an organizational level are employees who are committed to the organization in which they work, and have the skills and flexibility to link personal effectiveness and satisfaction with achievement of the organization’s strategic objectives.
Companies need to pay scrupulous consideration as to how well they manage career plans. Each individual’s development curve is different. Gen Y professionals, for example, need unremitting feedback as a consequence of the high expectations usually harbored at that age and so challenges and rewards for achievements also need to be incorporated.
# Career planning and development initiatives fosters organisational effectiveness which depends on the organisation’s ability to transit employees from a conventional blueprint of belief to the new-fangled amplified responsibility, for their own career growth and development .
# An adequately crafted career development system facilitates organisations to tap their wealth of home grown assets for staffing and promotion by matching the skills, knowledge, and ambitions of individuals to the needs of the organisations. In addition, it allows them to make au fait decisions associated with compensation and succession planning to attract, retain and motivate the employees, ensuing a more engaged and productive workforce.
# Career development must be an interminable system linked with the organisation’s human resource structures and not just one time episode and after one telecast, when people start getting glued to it, its taken off the air…
We generally do not deal with certain specific details related to career planning and which creates hindrance later on, so what are these, lets read them for better understanding.
- Joining a job does not mean that you cannot plan in advance about the long term goals, in fact having a long term planning will help you decide which path to chose to reach the right destination.
- You got your dream job, but the compensation does not match up with what you thought it should be, grab the opportunity with both arms as short term limitations such as low pay offer or some lateral move, may actually end up in being vital for career development.
- Self Assessment with utmost honesty through introspection, career change, deciding between expertise or skills, keep learning new things, and get training.
- Keep yourself updated and upgraded with what’s going on in the market, latest changes, advancement, skills, knowledge and opportunities.
- Plan all your moves in a dignified manner, from exiting your company when you have utilized all your skills and cannot see any growth to selecting the next best suitable job, sometimes many lucrative offers come and we greedily jump on them without thinking if they fit in our career development path or not.
So you have done all scheduling, and have planned your career goals, have acquired required skills, competencies and values to implement your career goals the next step is to carry out the plans through pertinent career management practices. Career management in itself is a vast subject and it is an ongoing process of preparing, developing, implementing and monitoring career plans and strategies undertaken by the individual alone or in concert with the organisation’s career system.