Career management system promotes open and better communication within the organization. This fosters open communication at all levels inside the organization, for instance, the top management and managers, the employees and managers. It is vital to note that open communication is considered as the root of any organization and this superbly aids in solving numerous big issues.
Encourage better use of employee skills. Career Management aids the organization by means of enabling managers to be aware of their skills and competencies so that they can apply them at a position or occupation where they’ll be able to generate optimum results.
Help come up with smart career decisions. Career Management programs offer employees and the managers with beneficial assistance with regards to career decisions. Further, they obtain an opportunity to evaluate their skills and competencies and discover their objectives as well as their future aspirations. Continue reading “Benefits of Good Career Management System”
An effective Career Management framework aids individuals determine the type of work they are inherently fitted for and this offers information with regards to the job alternatives they may aspire to pursue. In other words, employees need to provide answers to two very fundamental questions like “What kind of job am I fitted for?” and “What career alternatives do I prefer to pursue?”
The question “What kind of job am I fitted for?” can be answered by an effective self-assessment process and individuals can find out their:
Occupational interests- these pertain to the types of jobs that they are most naturally engrossed in.
Personality-based Preferences- these refer to types of jobs individuals are drawn with respect to the basis of their innate temperaments.
Selected skills- these are the skills which individuals prefer and enjoy most to develop. Continue reading “How to Develop Good Career Management System?”
The main purpose of every organization is profit and to achieve that profit, you have to work on your sales. How you will know that what is the right time to imply the preferred strategy? What results will it take? Moreover, how will you overcome if it did not work? These numbers of question surround our mind and we simply do not know how to answer them at once.
The theory of ‘plan do check act’ has been specifically designed for such situations. It is not a new theory but has been there for a long time. These are the four easy steps, which will make your work very much easier and will take the pressure off from both the senior and junior department. Continue reading “Plan Do Check Act – Cycle of Good Performance”
Human resource management has administered to bring evolutionary changes and positive influences in the work place – specially giving importance on employee performance appraisal. Employee performance appraisal has just as well been introduced by the modern pioneers of time and motion studies in the field of human resource management. It has not been practiced in the fields of business and organizational work for too long in a well-defined manner, and is thus a contemporary element of work place culture.
Looking at the historical aspects of performance appraisal, we will see that it initiated near the times of Second World War. A hypothesis researched by Dulewics in 1989 suggested that it is a basic human tendency to make judgments about the work of others and our self. From this hypothesis it was concluded that performance evaluation is inevitable and is indeed a natural process. Continue reading “Key Elements of Good Performance Appraisal”