Career Management: Meaning, Process, and Objectives

According to Wikipedia, Career management is the combination of structured planning and the active management choice of one’s professional career.

In general, career management refers to the processes that enable professionals to be aware of their professional talents and to apply those skills to the advancement of their careers and the businesses in which they work.

A career is an occupation that an individual decides to do for a significant period of their life.

Many people their careers have hopes and aspirations in by they hope for the best and work towards fulfillment in whatever career choice they have made. Some organizations have a formal career management plan.

Career management allows companies to improve the performance of their establishment with better employee engagement. Through these processes hiring quality, employees can be achieved.

Examples of career management are credentialed coursework, certificate programs (related to your career), joining cutting-edge projects attending conferences, staying current in professional reading.

There are preparatory high school elective classes in career management that help prepare students for some of the key management skills like communication, leadership, goal setting, time management, and other key skills that one needs to succeed in a professional environment.

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Career Management Process

This involves the ways you can get started in your career, and how to ensure that you get the best optimal outcome in your career. The career management processes are:

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1. Career Planning

As the name suggests career planning is an intentional process that involves plotting the plan for your career through setting career goals and strategic ways to achieve them.

Career planning aims to provide direction to professionals during their career pathways. There are processes of career planning which allows you to achieve optimal outcome in your career they are:

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Self-Development

This involves becoming aware of parts of the bigger picture. Self-development is assessing yourself and identifying areas you lack that hinder your progression in your career and allowing yourself to learn and develop.

This is critical because without self-development, you will become caught in a level that is unfavorable in your master plan and fall short of the results you desire.

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Consider meeting with a career counselor. Make an appointment with a career counselor. A career counselor is a professional that specializes in assisting professionals in better understanding the factors that impact and aid career decisions, as well as identifying opportunities that may have been neglected.

A career counselor might use the following to process you through- skill identification exercises, interest inventories, communication, and other ways that can accelerate your growth.

Research

With research, you can figure out what kinds of jobs you want to pursue.

Starting with roles and industries provided by your assessments and a list of characteristics in the work environment, responsibilities, and advancement opportunities you want in your career.

Using those findings, determine more roles and industries you may want to consider. Going forward you will need to identify ways that can help you by which skills you are going to need to achieve success.

Research allows you to go for making modules that granulate the result you want to achieve.

Plan

Planning is essential, through research you will be able to compile your findings into strategic planning to get the best optimal outcome as the popular saying goes “he who hasn’t planned, has planned to fail“.

Getting a plan will provide you with the road map to easily achieve your goals. 

Action

The final part of the puzzle is taking action with the plan you have drawn out and taking them bit by bit.

Draw out activities that will be easy to work with and pursue your goals. It shouldn’t stop at the planning stage.

There are many ways to gather experience as entry-level personnel some opportunities might not be in the bags consider volunteering, internship, taking part-time jobs to build up and get to work through those your plans.

2. Career Pathing

Through career planning, you can easily identify which way you want your career path to proceed.

Pathing of your career will involve organization structure and what role models to ask for help in achieving optimal career paths.

Career pathing is becoming more self-aware of the place you want to be and the roads you can follow to reach them.

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Networking will go a long way in assisting you with pathing your career, by identifying those with similar aspirations and those already in the field you can reduce the workload.

3. Career Development

Career development is a step-by-step need of the professional to achieve whatever in his or her related occupational status.

This acclimates to the person’s experiences and this involves long-term careers and short-term careers.

Short-term careers allow for experiences along the way to achieving a greater role. Long term career is more of a steady commitment to your career through specialization working towards retirement. 

The three processes highlight the need for you to seriously look into achieving optimal career success for your career through goal setting which might come in three stages – short-term goals, intermittent goals, and long term goals, stretching yourself through active improvement, and getting feedback about your growth process from professionals in the business. 

The key areas of career management include- career practices, development I-deals, individual responsibility, and consensus among management and Human Resources.

This will summarize in education, capability, network, and experience. The organizational system of career management relates to several levels, as depicted in Yehuda Baruch’s CAST model, philosophy, policy, and practice, which are parallel to individuals—aspirations, attitudes, and actions.

The need for matching individual and organizational needs has been emphasized by many scholars. Importantly, this model compares and contrasts the organizational and individual needs and expectations.

Human resource management (HRM) activities that compose the career management system, a full portfolio of HRM practices that can be done by firms to plan and manage employees’ careers, are included at the strategic practical level.

The extent to which these strategies are used in organizational settings is demonstrated through actual evidence or proof of work.

Career Management Objectives

Every profession has its career path. Many people change tracks, and mid-career changes are more acceptable than ever.

Should you choose to specialize, with rapid advances in technology, the world of work is constantly changing. Being able to upskill and reskilling are often essential to ensure you stay relevant.

Every moment of trial no matter how difficult is an opportunity to re-evaluate your goals and see if your plans are on track.

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You may pace yourself and be prepared for the journey by learning from other successful professionals.

By building your work ethic, communication, and teamwork skills, by building self-awareness on skill gaps and strengths. As earlier discussed in the previous section you can have greater clarity on how you can grow more as individuals and professionals, setting them up for long-term success. 

Career Management Objectives are;

  1.  Help in improving the performances of the employees. Identifying the goals and abilities needed to perform at each given level, as well as ensuring that employers are appropriately equipped, reduces excess and allows employees to provide their best.
  2. To align and integrate the goals of the employees as well as the organization. Many times professionals enter a workplace with individual goals they see themselves achieving and the company also has their own goals and aspiring, conflict might arise if both do not align to work for the best working outfit which will hinder the progress of both of the company’s and render years of planning futile. Organizations need to find the best ways to promote the goals of both. 
  3. Assuring that the firm has qualified and competent staff. Prepared workers who are competent for job responsibilities are fit for their respective tasks in the business. And there are no inconsistencies coming from fielding the least skilled workers in positions that require skilled professionals, thanks to career management.
  4. Informing the employees about the available career options in the organization. Career paths are avenues for professionals to advance, and the company must be able to aid in keeping competent people informed of new opportunities as they arise in the industry.

Some of the issues of career management are:

  • Boundary setting and difficulties communicating needs with co-workers or supervisors.
  • Company reorganization 
  • Job loss and the emotional impact it can have on your confidence and self-worth.
  • Evaluating jobs and job offers.
  • Feedback
  • Promotion challenges

Conclusion

Career management systems allow for the growth of both the employee and the organization in question.

It allows for effective communication, encourages the use of employee skills, achieving the goals of employees and the company.

References

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