HR and Career Management
HR
and Career Management
New perspectives on careers are gradually
replacing outdated ones. Before, employers were thought to have a role in
career management. There was actual job stability, and occupations were linked
to careers. Offshoring, mergers and acquisitions, and downsizing are the new
catchphrases, thus these facts are no longer valid. The possibility of losing
their jobs at any time is well known to employees. On the other hand,
businesses must contend with markets for human resources that are extremely
competitive. It is getting harder and harder to keep personnel. It is essential
to revaluate the function of human resource management in career management in
light of these varied developments in professions. A career should not be left
up to each person; rather, it should be controlled by the company to make
effective use of human and financial resources. The HR division must actively
participate in career planning for employees through career education,
information, and counselling.
Figure 1
Career Education
Many
workers have very little knowledge of career planning. They frequently don't
understand the value of career planning or its benefits. When made aware, they
frequently do not have the knowledge they need to successfully plan their
careers. Both of these issues can be resolved by personnel departments, and
through a number of educational methods, they can raise employee awareness. By
highlighting the important ideas involved in career planning, career planning workshops
and seminars boost employee interest. The employees' professional goals, career
routes, and knowledge of specific career development activities are all aided
by workshops. Written information can be used to augment these instructional
activities. The purpose of a career information seminar is to provide workers
with a better understanding of how their careers and occupations can support
their aspirations. The purpose of a career information seminar is to highlight
the roles of employees, their supervisors, and the personnel department in
career planning and personal development and to assist employees in better
understanding how their jobs and careers can contribute to their goals.
A
straightforward career education paradigm created by Law and Watts in 1977 has
stood the test of time. This model, now known as the SODI model, has been
slightly modified to focus more on career planning than career education.
Implementation has replaced transition learning as the last part, and decision
learning has been replaced with decision making and planning. The SODI model encapsulates four
concepts which are:
Self-awareness - Person who is aware of and cognizant of their own personal
development. Understanding one's personal resources (both existing and
potential) in the context of a career entails being self-aware.
Opportunity
awareness - An awareness of the fundamental structures
of the labour market, including potential career paths and alternatives.
Decision
making and planning - An awareness of pressures, influences,
styles, repercussions, and goal setting as well as how to make career
decisions.
Implementing
plans - Being able to transform employment and
career planning into reality by having the necessary skill level in a variety
of domains.
Information
on Career Planning
Whatever educational approach the personnel
department chooses, it should give employees access to other data so they can
plan their careers. The human resource information system of the personnel
department already contains a large portion of this data. For someone who is
attempting to estimate feasible career ambitions at a company, the job
description and job specification can be helpful. The human resource strategy
can help the personnel department find potential job openings in the future.
Specialists in human resources might also share their understanding of
potential career paths. By giving information on various career pathways, the
personnel department can help support career planning.
For example – Leave of Absences Related to
COVID 19
The University will offer up to 80 hours of
2022 Emergency Paid Sick Leave (2022 EPSL) for all employees starting on
February 19, 2022, and the two-week equivalent for part-time workers starting
on September 30, 2022. The University will allow staff members to use the 2022
EPSL beginning on January 1, 2022. A further benefit of the 2022 EPSL is that
it gives qualified workers until September 30, 2022 to spend any leftover hours
from their 2021 EPSL entitlement.
The remaining 2022 EPSL or 2021 EPSL
entitlement may now be used between September 30, 2022, and December 31, 2022,
according to the university. The EPSL allocation has not increased.
2022 Emergency Paid Sick Leave - Form February
19, 2022 through December 31, 2022
The Leaves Office will decide if an employee
is eligible for any EPSLs related to COVID. The employee or supervisor cannot
decide independently of the Leaves Office whether an employee's leave is
labelled as any of the leaves mentioned above. It is crucial that all
supervisors notify the Leaves Office right away of any need for leave under
EPSL in order for them to review eligibility or make this decision.
All these activities are managed by Human
Resource Management no matter how difficult the situation.
Career Counselling
Figure 2
Some personnel
departments provide career counselling to assist employees in setting career
objectives and selecting the best career routes. Simply listening to the
employee's interests and providing particular job-related information may serve
as the career counsellor’s only function. Alternately, the counsellor might use
aptitude and skill assessments to assist staff in identifying their interests.
Counsellors
must let employees know about potential changes that will influence their
career options, regardless of how well their abilities match the organization's
career routes. All employees, especially those who are being promoted, demoted,
or let go of the company, have access to career counselling.
Conclusion
A career
fosters an individualized mindset. Employees need to take more ownership of
their professional pathways in this regard. The company's strategies must still
be accomplished via the HRM department. This indicates that it is necessary to
adopt a cooperative strategy. To help employees in this regard, mentorship and
counselling should be provided. Employees, career assessments, and career
designs must all be considered in career planning. Overall, employees need to
be involved and should be the ones to drive changes in their careers, even
though HRM is crucial to career management.
References
Chancellor, 2022. Human Resources. [Online]
Available at: https://hr.ucmerced.edu/training/careermanagemet
Kangal, S., 2019. eduarticle.medium. [Online]
Available at: https://eduarticle.medium.com/in-what-ways-can-a-human-resources-department-assist-in-career-planning-e1efae5e02b6
RishaR, 2022. economicsdiscussion. [Online]
Available at: https://www.economicsdiscussion.net/human-resource-management/career-development-in-hrm/31801
R, R., n.d. economicsdiscussion. [Online]
Available at: https://www.economicsdiscussion.net/human-resource-management/career-development-in-hrm/31801
Shadhin, 2019. eduarticle.medium. [Online]
Available at: https://eduarticle.medium.com/in-what-ways-can-a-human-resources-department-assist-in-career-planning-e1efae5e02b6
Very few people know that by providing mentorship and advice, employees can get more work done than usual. We can see the development of such institutions and the undeveloped nature of institutions that are not so while observing the institutions around us. Good luck with your endeavors.
ReplyDeleteThis is a very important factor that an organization should look in to because if the employees are not trained or skilled to the assign job role so the company will face difficult to survey in the business environment.
ReplyDeleteWhat I love about HR is that the profession is ever-changing to make things better whether it's new strategies to help employees with their development, effective training plans, new HR technologies and tools, or partnering with top-level managers to find ways of improving processes to help the company reach its goal. The flow of writing is really appreciated.
ReplyDeleteThilanka great post. Employees that are involved in career management are better equipped to identify their career abilities, nurture them, and put them to use.
ReplyDelete