HR MANAGEMENT

Career management plan fro new employees First of all, we have to define what career management and career management plan are. Career management is the lifelong process of investing resources to achieve your career goals. Career management is not a singular event but a continuing process that is a necessity for adapting to the changing demands of the 21st Century economy (What Is Career Management?). Effective system of human capital management in an organization leads to the improvement of the most valuable factor of a companys success in modern society workforce, or, it is better to say its intellectual potential. One of the elements of the system of human capital management in an organization is a career management system or career management plans. Having a career management plan is exactly like having your map so you can move from what you are doing today to what you want to be doing tomorrow (A good career management plan is like a good road map). It is important for an employee to have a transparent and grounded career plan. In such way an employee sees the objectives he has to achieve, deadlines to achieve these objectives and tasks to execute. Also, what is very important, such plan provides real basis for final evaluation of every employee. Because a companys managers are able to compare final feedback with set goals and tasks. And not only are the managers able to do so but also an employee. He has a so-called roadmap to move trough career ladder and a basis for analysis of his achievements and failures. That is why for effective human capital management in a company it is important to develop and implement the career management plan for every employee. On the one hand, this plan should be based on some standardized and universal principles of career management. These principles have to be developed by the management science and practical

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experience. On the other hand, this plan should take into account personal features, interests and abilities of every worker. Thus this plan should be adapted to the every employee. Because every person is different and in order to realize his/her potential it is important to account these differences. The goal of career management plan is not only to evaluate a workers performance but also to discover ways of how to improve it. In our opinion, to help an employee to reach the higher level of performance the following elements should be boosted: professional development, personal development, effective promotion system. Professional development should prepare a good worker. It is a development of professional skills needed for a particular job. Different trainings programs should be used, interpersonal collaboration between experienced workers and new employees, continuous process of learning. It is probably the most important part of a career plan. Because a good worker should, first of all, be a good professional. Of course he/she should be a good professional but he/she should also be a good person. Personal development is something more than just a professional development. It is a development of personal skills, behavioral competency, including communicative skills, moral values, and humans ideology, in general. Because a work as an important part of social life has to create a successful social person. It is easier for a successful social person to become an integral part of a collective, company. Talking about promotion system we do not only mean some financial bonuses. Of course financial bonuses are an integral part of this system. They consist of premiums, welfare, bonuses as a result of period etc. But other factors are also very important and may sometimes be even more effective. For example, such promotion techniques as delegating of responsible and difficult tasks, career promotion, more wide-ranging work, boosting of workers personal interests in a

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companys success etc. The bonuses should depend on the results of a work and personal desire of a worker to execute his functions and contribute to a companys success. Probably the standardized and transparent bonus system has to be implemented in the company. Every one should see a clear link between the results of the job and bonuses. Other important factor should also be included in a career management plan. Taking into account that some workers may have a need to pay more attention to their families, we should also provide for them opportunities to combine career and personal life. If a worker is a good professional we cannot afford ourselves to lose him. Some flexible working hours should be provided, educational possibilities for their children, special rooms for children, project approach to a job etc. We believe that our plan will work, because we tried to include in it the all parts and aspects of human capital management. It combines standardized techniques with individual approaches to every worker. It also tends to combine in a most effective way personal life of a worker and his/her job performance. This plan does not require large amounts of money. The main costs will be related to: training programs, fees for human management professionals and workers of human resource department, financial bonuses etc. At first training programs can be conducted by the experienced workers of the company. And only after it the company may hire some special professionals in this area. But we believe that results from the implementation of the plan will be really great and will cover all costs. Its a long term investments that will provide results after a few years. And because our workers are our biggest value it is even strange to call it costs. It is rather investments in the development of a company. To be successful we cannot save on development cots.

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References A good career management plan is like a good road map. Retrieved September 13, 2012, from http://www.career-change-mentor.com/career-management-plan.html What Is Career Management? Career Vision. Retrieved September 13, 2012, from http://www.careervision.org/About/CareerManagement.htm Grint, K. (1997). Leadership: Classical, contemporary and critical approaches. Oxford management readers. Oxford University Press. ISBN-10: 0198781814 ISBN13:9780198781813