Q. i) what are the limitation of performance appraisal? ii) How can performance appraisal be made successful and effective? 4.6 CAREER DEVELOPMENT 4.6.1 OBJECTIVES The main purpose for this topic is to help you be more effect at managing your employees’ careers. We will look at the roles of employees, managers and employers in career development and the procedures for managing promotions and transfers. We will also look at the career management steps an employer can take to foster employee commitment. 4.6.2 INTRODUCTION Employers have a significant impact on employee’s careers through their effects on Human Resource process. Recruiting, placing, training, appraising, rewarding, promoting and separating the employee all affect the person’s career, and therefore career satisfaction and success. Career can be defined as the occupational positions a person has had over many years. Career management can also be defined as a process of enabling employees to better understand and develop their career skills and interests and to use these skills and interests more effectively both within the company and after they leave the firm. Career planning is the deliberate process through which someone becomes aware of personal skills, interests, knowledge, motivations, and 82
other characteristics; acquires information about opportunities and choices; identifies career- related goals; and establishes action plans to attain specific goals. 4.6.3 CAREER DEVELOPMENT Career development is the life long series of activities that contribute to a person’s career exploration, establishment, success and fulfillment. Career development programs tend to have a new focus today. Today, the reality for most people is that they will have to change employers and perhaps careers, several times during their work life. This was not the case before corporate career development programs used to focus on employee’s future with that particular firm. Providing employees with the career planning tools they need benefits all concerned. It gives the employee the perspective he or she needs to understand his or her career options, and what he or she can do to pursue the most attractive ones. For the employer, the career development partnership serves several functions. Employers provide the tools, environment, and skill development opportunities for employees, and then employees are better equipped to serve the company and build it to its potential. Career development may also cultivate employee commitment. The most attractive proposition an employer can make today is that in five years the employee will have more knowledge and be more employable than now. 4.6.4 ROLES IN CAREER DEVELOPMENT The employee, the manager and the employer all play roles in planning, guiding, and developing the employees’ career. Below is a summary of the different roles played by employee, manager and employer. However, the employee must always accept full responsibility for his or her own career development and career success. This is one task that no employee should ever leave to a manager of employer.
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- Summer '20
- Human Resource Management