Career Planning and Development

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CAREER PLANNING AND DEVELOPMENT|
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ASHWINI RENGASWAMYINDEX NO – L0267KDKD0611JUN MSc 1 Hospitality & Tourism A|

INDEX

Introduction ………………………………………………………………Page 2 Career …………………………………………………………………...Page 3 Career Planning …………………………………………………………Page 4 Career Development ……………………………………………………Page 5 Dual Career Couples ……………………………………………………Page 8 Dual Career Couples Large Companies ……………………………….Page 10 Dual Career Couples Small Companies ……………………………….Page 14 Ways of Small Companies Retaing Employees ………………………Page 15 Conclusion …………………………………………………………….Page 16 References …………………………………………………………….Page 17

INTRODUCTION

Human resource is the nerve center of any organization which helps to achieve its objectives & goals. When analyzing globally managing human resource is a dynamic and challenging task of an organization. Although human resource is a popular term there is no definition defined worldwide. Watson (2002:3) says “In its broader sense Human resource management can be used as a generic term to describe any approach to managing people.”

Boxall & Purcell (2003:1) say “All those activities associating with the management of the employment relationship in the organization.”

A philosophy based on managing people on the belief that human resources utmost necessary to retain the business success. An establishment obtains advantage by utilizing its people effectively. Drawing on their competence and adroitness to meet distinct objectives. Human resource management is focused at recruiting confident, adjustable and dedicated people, managing and honoring their performance and advancing competencies.

Human resource development is a strategic advent to analyzing in human capital. It has an impact on other human resource formations, including resourcing and executes assessment to recognize actual and conceivable apatite. Human resource development delivers a frame work for self-establishment training programs and professional progression to meet an establishment’s future aptitude necessity.

Goal of Human resource management is to optimize the effectiveness of the employee by gradually up grading the career life of the workers and interacting them as the most precious resource to increase the productivity of the organization

There is one successful way for an establishment’s human resource problems “enlightened, advanced, people first, more performance or more commitment, labor tactics to be practiced in companies.
Best practices of Human Resource Management
* Managers must pay more attention towards Human resource issues. * The consideration of human resourcing are parts of strategic level deliberations. * More encouragement being given to the employees helps more productivity which results to the establishment’s constant improvement. * Employees show a liking towards improving their own skills to come through self-advancement and flexibility.

CAREER

Wilensky (1961) says;
“Let us define career in structural terms. A career is a succession of related jobs arranged in a monarchy of prestige, through which persons move in an ordered sequence” (p.523)
This tells us that career has a particular way in which a person should proceed in order to achieve his vision and goals. Career is the journey towards an ultimate destination. There is a view amongst the people that career has changed from olden days organizational structure to the modern way which is based on the skills, knowledge and integration of people.

Baruch (2002) presents a list of career management practices in order of the level of implementation which an earlier survey found out. There are advertising international career opportunities, professional education as a part of career advancement, performance appraisals as an important tool for career planning, career conselling by your immediate manager or Human resource management...
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