Employee & Employer Role in Career Management

Employee & Employer Role in Career Management

Employee & Employer Role
in Career Management

Employee & Employer Role in Career Management. After appraising performance, it’s often necessary to address career-related issues and to discuss these issues with subordinates.

first before discuss this subject we must know these definitions :

1- career :

The occupational positions a person has had over many years.

2- career management :

The process for enabling employees to better understand and develop their career skills and interests, and
to use these skills and interests more effectively.

3- career development

The lifelong series of activities that contribute to a person’s career exploration, establishment, success, and fulfillment.

4- career planning

The deliberate process through which someone becomes aware of personal skills, interests, knowledge, motivations, and other characteristics and establishes action plans to attain specific goals.


The Employee’s Role in Career Management

We will see that the employee, the manager, and the employer all have roles in the employee’s career development. For example, the manager should provide timely and objective performance feedback, offer developmental assignments and support, and have career development discussions with the employee.

He or she should act as a coach, appraiser, advisor, and mentor, listening to and clarifying the employee’s career plans, giving feedback, generating career options, and linking the employee to organizational resources and career options.

For its part, the employer should provide career-oriented training, development, and promotional opportunities, offer career information and career programs, and give employees a variety of career options.

Ultimately, however, it is the employee who must shoulder responsibility for his or her own career; assess interests, skills, and values; seek out career information resources; and generally take those steps that must be taken to ensure a happy and fulfilling career. For the employee, career planning means matching individual strengths and weaknesses with occupational opportunities and threats.

In other words, the person wants to pursue occupations, jobs, and a career that capitalize on his or her interests, aptitudes, values, and skills. He or she also wants to choose occupations, jobs, and a career that make sense in terms of projected future demand for various occupations. Ideally, he or she should create in his or her mind an ideal
future “self” to strive for

The Employer’s Role in Career Management

Along with the employee, the person’s manager and employer have career management responsibilities. These depend partly on how long the employee has been with the firm.

For example, before hiring, realistic job interviews can help prospective employees more accurately gauge whether the job is a good fit for them. Especially for recent college graduates, the first job can be crucial for building confidence and a more realistic picture of what he or she can and cannot do: providing challenging first jobs and having an experienced mentor who can help the person learn the ropes are important.

Some refer to this as preventing reality shock, reality shock is Results of a period that may occur at the initial career entry when the new employee’s high job expectations confront the reality of a boring or otherwise unattractive work

a phenomenon that occurs when a new employee’s high expectations and enthusiasm confront the reality of a boring,
unchallenging job. Periodic job rotation can help the person develop a more realistic picture of what he or she is good at, and thus the career moves that might be best.

Thus, Intuit offers new graduates entrée into its Rotational Development Programs. These are comprehensive, 2-year programs in which employees first learn about Intuit’s products, customers, employees, strategies, and values. Next the employees complete four 6-month rotations, getting experience in a range of Intuit business units and a variety of functions, for instance, product management, marketing, and human resources.

All Rotational Development Program participants are paired with an executive advisor, who provides career coaching and mentoring.

Finally, we will see that once the person has been on the job for a while, career-oriented appraisals are important. Here the manager not only appraises the employee but helps the person to match his or her strengths and weaknesses with a feasible career path.


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