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Development of career management for individuals and organisations in recent years

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They have long believed that if personalities turn into real professionals, there would be a great amount of work effectiveness and efficiency within the related ranks, and thus the symbiotic effect would be in the form of bringing about wellness amongst the employee’s own domains as well as within the organizational realms (Jay 2005). Since organizations require that their employees remain on the quest to achieve more and more within their professional undertakings, the need is sought to find a way or two which shall inculcate values of trust and empathy for the employees to move ahead with the times yet keep the organization that they are working for abreast of the changes happening on the global front. In essence, career management for individuals and organizations in recent years has only become better as times have changed (Maddock 1999). The organizations have long understood that they need to hire those individuals who are well-equipped from all sides and who take care of the issues which engulf the organizations from a number of angles and perspectives. The case of the employees (individuals) is no different. The individuals have understood that they would have to spend around 2-3 years within an organization before they can think of moving ahead and finding new opportunities for their own selves to grow. This was not the case in the past as much emphasis was laid on the fact that employees would at least have to spend 5 years in an organization before they would mature and move on to find greener pastures. The trend has changed and now the organizations look at individuals who have more experience in terms of doing different jobs while managing their work routines effectively and more productively. This trend has changed because organizations have taken on a very practical understanding within their folds. The 21st century has seen new changes and innovations within the thinking patterns of the people who matter the most within these organizational domains – the top management, which has a clear cut task of deciding how things get done and how new processes would be shaped up in the coming times. What is most important is a rational related with the opportunity to understand how one must manage a career and what an individual must do to make sure that he meets the criteria of selecting the right job for his own self, when the right time comes by (Hopson &amp. Scally 1999). A good amount of individuals lose out on this front due to a number of reasons but it is the chosen few which tap the market and thus conduct their own selves within the best interests of their own selves as well as the organizations that they get to work for in essence. Moving further ahead, we see that career management has been given due significance by those individuals who believe in the premise of shifting careers on a regular yet maintained basis. They look forward to moving ahead with the changing times without looking back to criticize what has happened in the past. They are always looking to make amends whilst learning from the past. These individuals are dependent on how their careers get shaped up and what they can learn from career management in essence in the long run (Marshall 1995). It goes without mentioning that career management is rightly judged as a very important element of discussion within the human resources management domains and the organizational quarters discuss such aspects before deciding whom to recruit and whom to reject. It is because of such factors that

Development of career management for individuals and organisations in recent years