European Policies and Practices for the Development of Career Management Skills

2021 ◽  
Vol 9 (2) ◽  
pp. 3-16
Author(s):  
Valentina Sharlanova
Keyword(s):  
Career Development ◽  
Career Planning ◽  
Quality Criteria ◽  
Skills Development ◽  
Career Management ◽  
Management Skills ◽  
Eu Member States ◽  
European Policies ◽  
Career Skills ◽  
Policies And Practices

The article analyzes the development of European and national career management skills frameworks. European practices for career development skills are discussed. Emphasis is placed on the "lessons" of applying career management skills, the challenges of developing them and ways to overcome them. The analysis of European policies and practices for the development of career management skills allows to formulate two groups of conclusions: (1) Conceptual frameworks for career development and (2) European practices for career development skills development. The first group of conclusions relates to how people develop the skills and qualities needed for career planning and management, the implementation of the Framework for supporting career learning and career skills development, their implementation and available international resources, and the second to the challenges facing EU member states, the involvement of many stakeholders in the implementation of policies, directions of action and quality criteria in the acquisition of career management skills.

CAREER PLANNING AND CAREER MANAGEMENT AS CORRELATES FOR CAREER DEVELOPMENT AND JOB SATISFACTION

2011 ◽  
Vol 01 (02) ◽  
pp. 100-113
Author(s):  
Bola Adekola
Keyword(s):  
Job Satisfaction ◽  
Human Capital ◽  
Career Development ◽  
Career Planning ◽  
Career Commitment ◽  
Career Management ◽  
Innovative Products ◽  
Creativity And Innovation ◽  
Policies And Practices

The notion of empowering human capital to onset creativity and innovation through planning the careers of institutional members using HRM policies and practices to develop different mindsets, skills and competencies with the ultimate aim to provide a range of innovative products and services is attracting attention. This paper explores the link between career planning and career management as antecedents of career development and job satisfaction, and career commitment as its outcome. A sample of 505 employees of a Nigerian Bank revealed the significant link between the variables of career planning and career management, and career development, and in turn, with job satisfaction and career commitment. The paper discusses the implications of these findings for career development.

scholarly journals Lecturer Career Management at Muhammadiyah Higher Education in the Era of Pademi Covid-19 (Case Study at UM Jember)

2021 ◽  
Vol 5 (1) ◽  
pp. 73-87
Author(s):  
Saipul Wakit ◽  
Ainur Rhain
Keyword(s):  
Decision Making ◽  
Career Development ◽  
Career Planning ◽  
Career Decision ◽  
Career Management ◽  
Career Decision Making ◽  
Professional Management ◽  
Evaluation Phase ◽  
Planning Development

The large number of lecturers in Indonesia is clear evidence that there is still a large number of people who choose lecturers as their profession and career. So that the career of a lecturer in a university requires serious and professional management. One of the lecturers' career management processes in tertiary institutions can be done with career management. The purpose of this study has concrete objectives, namely to identify and describe the planning, development and career decision-making processes of lecturers at Muhamamdiyah university in the Covid-19 Pademi Era. The research method used a qualitative approach with a case study design at UM Jember with data collection techniques through interviews, observation and documentation. Lecturer career management at the University of Muhammadiyah during the Covid-19 pandemic includes several stages, namely career planning, career development and career decision making. Each of these stages has an operational process with its own methods and objectives. In lecturer career planning, it is divided into two, namely individual and organizational career planning which consists of several processes, namely the planning phase, the briefing phase, the development phase and the evaluation phase. Of all the stages of career management during the Covid-19 pandemic above, starting from planning, development and decision making, it is not much different from the conditions before the pandemic. But what distinguishes it is in terms of the career development method which in its implementation uses an online system with virtual methods, geogle meet and room zoom.

scholarly journals Exploring Finnish Guidance Counselors’ Conceptions of Career Management Skills

SAGE Open ◽  
2020 ◽  
Vol 10 (4) ◽  
pp. 215824402096877
Author(s):  
Jaana Kettunen ◽  
Jeong Lee ◽  
Raimo Vuorinen
Keyword(s):  
Interpersonal Skills ◽  
Teaching Practice ◽  
Guidance Counselors ◽  
Skills Development ◽  
Career Management ◽  
Management Skills ◽  
Personal Skills ◽  
Practice Assessment ◽  
Dimensions Of Variation ◽  
Critical Aspects

This article reports the findings from a phenomenographic investigation into guidance counselors’ conceptions of career management skills (CMS). The results show that CMS was conceived as (a) information-based knowledge, (b) personal skills development, (c) interpersonal skills development, and (d) autonomous application of skills. The differences appeared along six dimensions of variation that included awareness of CMS, emphasis, promotion of CMS, teaching practice, assessment, and attitude. The findings give us a more profound understanding of critical aspects that may have an important role in the development of individual’s CMS.

scholarly journals CAREER MANAGEMENT SKILLS OF STUDENTS IN GENERAL AND VOCATIONAL UPPER-SECONDARY SCHOOLS IN GREECE: CAREER ADAPTABILITY AND SELF-EFFICACY IN CAREER PLANNING

2017 ◽  
Vol 5 (1) ◽  
pp. 7-21
Author(s):  
Katerina Argyropoulou ◽  
Ioanna Tsikoura ◽  
Andronikos Kaliris
Keyword(s):  
Secondary School ◽  
Secondary Schools ◽  
Self Efficacy ◽  
Career Planning ◽  
Career Management ◽  
Career Adaptability ◽  
Management Skills ◽  
Career Interest ◽  
Upper Secondary ◽  
Upper Secondary Schools

Contemporary career guidance and counselling approaches with particular interest to subjects which concern the development of career management skills since these skills are considered important means for the active exploration of the vocational course and the development of a career. The development of skills related to career adaptability and self-efficacy in the planning of a career could help students who are finishing Upper-secondary School (Lykeio) to approach creatively their career aims, and to deal effectively with the transitions or unexpected events by applying appropriate actions. The present study employed the survey research strategy in order to examine the level of the career adaptability and self-efficacy in the planning of a career with male and female students (N = 240) of Upper-secondary Schools (General Lykeia - GEL) and Vocational Upper-secondary Schools (Vocational Lykeia - EPAL) in Greece. Specifically, it examined the level of skills which students declare that they possess regarding the type of school, their gender and the educational level of the parents. The finding that the levels of career adaptability differentiated not only as regards the gender of the students but also the studies of the father and the mother has presented particular interest while the students who study at the General Lykeia were found to have higher scores in the areas: “career interest” and “curiosity” in the Career Adapt-abilities Scale (CAAS) compared with students who study at the Vocational Lykeia (EPAL). Finally, the motif of the scores in the B’ Class of Lykeio showed that the students of EPAL excelled in all the skills apart from the factor “career interest” while correspondingly in the C’ class of Lykeio students of the General Lykeio (GEL) excelled in all skill categories. Keywords: upper-secondary school students, self-efficacy, career adaptability, career management, Perceived Self-Efficacy in Career Planning, Career Adapt-Abilities Scale.

scholarly journals Career Planning And Management In Businesses

2018 ◽  
Vol 2 (2) ◽  
pp. 58-65
Author(s):  
Mustafa Tandogan
Keyword(s):  
Career Development ◽  
Career Planning ◽  
Career Path ◽  
Added Value ◽  
Career Management ◽  
Development System ◽  
Future Goals ◽  
Planning And Management ◽  
Changing World

In parallel with rapidly changing world, in self renewing business life, individuals have to determine their own career path properly and the organisations have to choose up the employees who will make them superior, provide the added value and make progress consistently. This necessity caused career management to be appeared. Thus, individual organisation integration was supplied bringing need based targets into conformity with the organisations’ future goals. At this stage with career planning, both individuals have to determine their own goals and the organisation also has to analyse to what extent it can provide these requirements. A well organised career planning carries weight in the terms of supplying prudential productivity. Thereby, the sustainability of career management and planning is possible with a career development system. Career development is a process which contains to provide the facilities of improving the personnel’s knowledge, skills and talents. Thus, it becomes not only the individual’s but also the organisations success.   Keywords: organised, individual, organisation, individual, organisation

scholarly journals Perceived career development support in workplace career programme

2014 ◽  
Vol 59 (201) ◽  
pp. 157-175 ◽  
Author(s):  
Azman Ismail ◽  
Nurrul Adnan ◽  
Rizal Bakar
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Career Planning ◽  
Model Analysis ◽  
Higher Learning ◽  
Path Model ◽  
Survey Method ◽  
Career Management ◽  
Development Support ◽  
The Relationship

This study aims to quantify the relationship between the workplace career programme, perceived career development support, and job satisfaction. The survey method was employed to gather self-reported questionnaires from employees who work at a defence-based higher learning institution in Malaysia. The outcomes of SmartPLS path model analysis showed two important findings: first, the relationship between career planning and career management was positively and significantly correlated with job satisfaction. Second, the relationship between perceived career development support was positively and significantly correlated with job satisfaction. This finding confirms that perceived career development support does act as an important mediating variable in the relationship between workplace career programme and job satisfaction in the organizational sample. This study includes a discussion, implications, and a conclusion.

Organisational Career Development Programs and Practices

1992 ◽  
Vol 1 (1) ◽  
pp. 29-33 ◽  
Author(s):  
Lesley E. Armstrong
Keyword(s):  
Career Development ◽  
Program Implementation ◽  
Career Planning ◽  
Wide Spectrum ◽  
The United States ◽  
Career Management ◽  
Development Programs ◽  
Current State ◽  
Successful Program ◽  
History Of

Employee career development programs are identified as a recently emerging human resource management process in Australia. A body of career theory predominantly from the United States informs the field but research indicates a gap between theory, organisational rhetoric and practice. An overview of career development practices in selected Australian organisations points to the recency of such programs. The research identifies a number of key factors related to successful program implementation and reveals the significant diversity of career planning and career management activities being undertaken across a wide spectrum of organisations. This article focuses on the history of organisational career development programs and investigates the current state of practice in selected Australian organisations. The range of activities that can be categorised as career planning and career management initiatives is described, and factors related to successful program implementation are suggested. People involved in planning and managing careers in organisations should clarify their expectations of career development practices and recognise the benefits for both individuals and organisations in the context of increasing economic uncertainty and continuing social change.

Interview with Paul Stevens

2001 ◽  
Vol 10 (2) ◽  
pp. 3-5
Author(s):  
James A. Athanasou
Keyword(s):  
Career Development ◽  
Adult Development ◽  
Career Planning ◽  
Australian Journal ◽  
Career Counselling ◽  
Career Management ◽  
Australian Association ◽  
Adult Career ◽  
Development Network

In this section the Australian Journal of Career Development will present a series of interviews with key career professionals in Australia. Paul Stevens is Director of The Centre for Worklife Counselling and recognised both nationally and internationally for his continuing contributions to the careers field. He wrote his first published contribution to adult career development in 1981, Win That Jobl He is Fellow and Life Member of the Australian Association of Career Counsellors, and a recipient of its Career Counselling Excellence Award. Paul has links with the International Board for Career Management Certification and the International Career Planning and Adult Development Network.

Torn between individual aspirations and the family legacy – individual career development in family firms

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Leona Achtenhagen ◽  
Kajsa Haag ◽  
Kajsa Hultén ◽  
Jen Lundgren
Keyword(s):  
Career Development ◽  
Family Business ◽  
Family Firms ◽  
Career Planning ◽  
Family Members ◽  
Career Management ◽  
Content Type ◽  
Business Context ◽  
The Family ◽  
Individual Career Management

PurposeThe purpose of this paper is to explore individual career management by family members in the context of their family firms.Design/methodology/approachThe interpretative interview study of family members active in family businesses explores how this context affects the choice, planning, goals and development of family members' careers in their family business.FindingsThe authors find that career management in the family business setting focuses on fulfilling the family business goals rather than the personal goals of family members. Career management is rather reactive and less self-directed than current literature on career development recommends. Based on the results, the authors develop a process model for individual career management in the family business context.Originality/valueLittle is known about individual career management of family members in a family business context, as research on careers in family firms has so far focused mainly on transgenerational succession. The authors explore how in family firms, the trend towards self-directed, individual career planning is in tension with a commitment to the family business and its legacy.

Sign in / Sign up

Export Citation Format

Share Document