MANAGEMENT business career

Career Management - a process that is beneficial both for the employee and for the organization and require effort from both sides. As a result, each of them receives a number of advantages.

The employee, acquire new knowledge and perfection of existing skills, manage to increase their capitalization on the labor market. Awareness of the prospects for further professional growth and development in the company increases employee motivation, which is certainly beneficial for an organization that is able to plan the processes related to the management of human resources (training, regulation of its population, the formation of personnel reserve, etc.).

Career expert, professional growth, should be distinguished from a career manager, implying the rise of the steps of the job hierarchy. At certain periods of life career goals may change.

If the priority is the young specialist professional growth, with an increase in the qualifications of many are beginning to think seriously about the decision-making positions.

In practice we are often faced with the fact that the professionals rather passive attitude towards their own career. They are waiting for attractive offers from their own superiors or other employers. It is on such people-oriented programs and career management of employees in the organization. As shown by studies conducted in companies where there are such programs, their implementation leads to increased motivation and productivity of workers, reduce turnover and more efficient use of human resources.

The emphasis on staff development, career planning and business activities of employees has long been a hallmark of innovative strategic human resource management successful companies. Each employee is given their growth opportunity, the chance to achieve success in their careers. In the 90 years of the twentieth century originated the concept of self-learning companies, which are based on the principles of implementation of the resources of each individual employee. An important role in the development of a career planning personnel play, his preparation and training, setting realistic goals and determining leadership positions. It is important to match the strategy of personnel development and business strategy.

The economy at the forefront of development of labor resources management, and the company - management of development resources of each individual. Good company takes at least informal commitments efficiently use the best quality of the staff and give everyone a chance for a career and self-development. Successful state is also not indifferent to the fate of subjects as their degree of satisfaction with progress on the work affects the decrease or increase in social tensions, and the professional potential of each - the quality of society.

Career - formal context of working life. It structures the work experience of its successive stages, allowing professional life takes the form of stairs. It is a form of implementation of the activity of the person, a manifestation of synthesis of knowledge and set of circumstances. Man's desire to optimize career development by controlling associated with the democratization of life. Democratization promotes creation of conditions for the free self-determination, self-realization, self-selection of human traffic routes in the social space of society. But freedom creates competition that confronts every challenge to achieve personal success and lead others.

Career in the life of the head has a significant place, as evidenced by the results of a survey conducted by me (for 20% of the respondents career is one of the main objectives); but few workers, as shown by the interviews, career and succession planning and then implementing it consciously. Prevents the lack of workers' knowledge and practice of career planning; therefore necessary to develop a career policy organizations.

Studies suggest that the need for and feasibility of forming a system of business management careers in the organization due to the influence of business management career at the results and the nature of the organization. Improving the efficiency of the organization with the assistance of the career development of managers in the framework of the control system is achieved by increasing their productivity. The basis of this - increase motivation and job satisfaction in the organization, reducing costs associated with turnover of administrative staff, the rational use of professional potential. Sustainability and competitiveness of the organization in a changing market environment largely depends on the smooth replacement of staff in key positions, continuity of organizational learning and culture, professional mobility management personnel. The quality of these organizational characteristics is largely determined by the nature of the development and promotion of managers in the organization. Improving the management of business managerial career increments allows the management capacity of each manager and the organization as a whole. Improving, developing and effectively using the space career, it is possible to improve the organizational structure.

Unsystematic development business career managers could weaken the organization. In particular, the lack of an effective mechanism of selection based on managerial competence, may give rise to subjectivity, protectionism, in which promotion to key positions assumes the character of careerism. This reduces the effectiveness of the Organization's resources and insight into the higher layers of the hierarchy of a layman may cause a chain reaction of substitution of leadership positions like him amateurs.

Conceptual maintenance organization personnel policy defines ways and means to staffing problems and is designed to reflect the real pattern of personnel processes. Personnel policy is partly subjective, as largely depends on the personal characteristics of the officer makes the final personnel decisions, on its ability to understand people. In this regard, it is essential that the personnel policy meets the objective requirements and laws and less exposed to the volitional factor.

Fundamentals career wise policy can be illustrated by an example of Japanese companies. Work and personal life are inseparable Japanese. The welfare of the Japanese - is the well-being of the company-employer. At the heart of Japanese career management processes are reflexive rather than administrative methods. Home (at least inventive) problem of Japanese leaders at all levels - to assist subordinates in the use of resources, creation of harmony in the relationship. Japanese management experience is valuable because it concerns the administration headed man standing. The Sony release a weekly newspaper with the publication of "internal vacancies". This, along with the rotation, allowed to create a mechanism samopoiska workplace better match personal abilities. Rationalism management in Japanese - is to provide employees the opportunity to express a harmonious, creative implementation abilities. This kind of personnel management - level work class "extra". It requires the heads of intelligence, wisdom, creative thinking, excellent training.

If the company systematically engaged in career planning, then use modern principles of personal-oriented personnel policy. The current structure of the production system career includes six basic parameters:

1.Prostranstvo movements. It's about opportunities, "supply" positions and their occupation. It depends on the organizational structure, staffing levels and forms of the career.

2.Prichiny or cause of displacement. We are talking about the possibilities of filling vacancies that occur during the liberation of the posts. Not uncommon to create a new post of "a particular person", which is also necessary to release him from his current position. (It is not always the strategy defines the organizational structure of the company.)

3.Directions movements. They are three: vertical, horizontal and vertical movement in the forward-looking design team.

4.Profili movements. In large enterprises with a stable hierarchy and numerous enough homogeneous post career may be based on levels of hierarchical position of the same activity profile. This option is the vertical movement while maintaining the profile of duties is not possible in small enterprises.

5.Chastota movement and speed of movement. Determined by the time of your stay in posts and depend primarily on the barriers that exist between the levels of the hierarchy, as well as a functional separation between adjacent work areas.

6.Uroven career activity of the enterprise. It means the amount of activities that the company spends to activate all the main characteristics of a career as a systems development personnel. It depends on the legal regulation, the size of the company and the dynamics of its development.

The success of the career planning ensure the principle of output; accessible, transparent mechanisms vacant posts; knowledge "portfolio" resource person.

Properly designed career policy allows you to:

1) to increase the productivity of workers by increasing their motivation;

2) to organize the uninterrupted process of replacement of key posts;

3) to ensure efficient use of staff potential.

Дата добавления: 2015-12-08