scholarly journals A Review of Organizational and Individual Career Management: A Dual Perspective

2014 ◽  
Vol 4 (1) ◽  
pp. 101 ◽  
Author(s):  
Phathara-on Wesarat ◽  
Mohmad Yazam Sharif ◽  
Abdul Halim Abdul Majid
Keyword(s):  
Career Management ◽  
Competitive Advantages ◽  
Organizational Environments ◽  
Important Impact ◽  
Career Growth ◽  
Dual Perspective ◽  
Personal Level ◽  
Organizational Career Management ◽  
Personal Career ◽  
Individual Career Management

This paper views career management as a combination of both organizational career management (OCM) and individual career management (ICM). It highlights the important impact of career management on personal and organizational successes. It also emphasizes on the effective career management which fosters personal career growth and sustains organizational competitive advantages. At the personal level, the notion of career management brings forth the employee’s capability to develop a career in the workplace. Likewise, it provides organizations with the ability to proactively respond to the rapidly changing organizational environments. This paper differentiates between OCM and ICM that could lead to a clearer understanding of the two terms. The concept of career management is important to academics and practitioners who are involved in this area.

Career Management in the Knowledge-Based Organizations

2017 ◽  
Vol 7 (2) ◽  
pp. 60-73 ◽  
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Knowledge Management ◽  
Literature Review ◽  
Organizational Performance ◽  
Management Strategy ◽  
Career Management ◽  
Management Innovation ◽  
Knowledge Based ◽  
Career Opportunities ◽  
Strategic Goals ◽  
Organizational Career Management

This article analyzes the literature in the search for career management in the knowledge-based organizations (KBOs). The literature review covers the overview of career management strategy; organizational career management (OCM) and knowledge management (KM) in the KBOs; career management and career learning in the KBOs; career management innovation in the KBOs; and the significance of career management strategy in the interorganizational career transitions. Career management is the process that helps employees understand career opportunities and chart a career path within their organization. Encouraging career management in the KBOs has the potential to improve organizational performance and reach strategic goals in the modern workplace. The findings present valuable insights and further understanding of the way in which career management perspectives in the KBOs should be emphasized.

scholarly journals Career Guidance and Counseling and Personal Career Management – New Competencies for Pedagogical Specialists

2021 ◽  
Vol 29 (1) ◽  
pp. 99-108
Author(s):  
Valentina Sharlanova
Keyword(s):  
Secondary Education ◽  
Career Development ◽  
Career Guidance ◽  
Career Management ◽  
Guidance And Counseling ◽  
Management Competencies ◽  
Good Practices ◽  
University Training ◽  
Personal Career

The article analyzes main documents from the legislation of secondary education. The new function of pedagogical specialists „career guidance and counseling“ has been highlighted. Emphasis is placed on the professional portfolio as a tool for career development. The problem of the formation of career guidance and counseling competences and career management competencies is outlined. Good practices in basic university training of pedagogues in relation to the formation of these competences are presented. These include updating curricula and programs, introducing new courses. Recommendations and conclusions are formulated.

Von der Kaminkarriere zur boundaryless und protean career? Zum Verhältnis von organisationaler und individueller Karrieresteuerung am Beispiel von Auslandseinsätzen / From organization career to boundaryless and protean career? Analysis of relations between organizational and individual career management in assignments abroad

Arbeit ◽  
2014 ◽  
Vol 23 (1) ◽  
pp. 5-21
Author(s):  
Ursula Mense-Petermann
Keyword(s):  
Career Management ◽  
Protean Career ◽  
Career Analysis ◽  
Individual Career Management

Abstract Michael Arthur und Douglas Hall haben mit ihren Thesen zur boundaryless und zur protean career eine Debatte über einen Wandel des für westliche Industriegesellschaften typischen Karrieremusters postuliert, und zwar eine Umstellung von der Organisation und des in ihr und von ihr institutionalisierten Karrieremusters der sogenannten ,Kaminkarriere’ auf den einzelnen Erwerbstätigen und seine individuellen Strukturierungs- und Selbst-Managementleistungen. Der hier vorliegende Beitrag vertritt die These, dass hier die Rolle der Organisation für Karrieren zu stark heruntergespielt und zu wenig nach dem Verhältnis von organisationalem und individuellem Karrieremanagement gefragt wird. Der Beitrag macht deshalb einen differenzierenden Vorschlag zur Analyse eines Formwandels von Karriere.

Career Counseling

2018 ◽  
pp. 410-429
Author(s):  
Maria Koutsafti ◽  
Niki Politi
Keyword(s):  
Decision Making ◽  
Career Counseling ◽  
Management Development ◽  
Personality Characteristics ◽  
Career Management ◽  
Exam Anxiety ◽  
Personal Career ◽  
Good Career ◽  
Contemporary Context

Career Counseling is a lifelong process starting when individuals choose an occupation -or even earlier-, prepare for it, and make progress in it. It emphasizes exploring the individuals' interests, values, skills and personality characteristics so as to support them to progress in those subjects and activities that will contribute to the attainment of the ultimate aim of shaping a good career as they wish it. The chapter starts with a brief presentation of career counseling and decision making as well as career management development in a contemporary context and continues with an exposition of the Model of Personal Career Management adopted by the “STEP” Career Counseling Department at Doukas School. An overview of the services provided is presented with a focus on the use of the “global net cloud.” Finally, the need for engaging the parents is stressed and additional activities, including handling students' exam anxiety are discussed.

Matching Individual Career Plans and Organizational Career Management

1987 ◽  
Vol 30 (4) ◽  
pp. 699-720
Author(s):  
Cherlyn Skromme Granrose ◽  
James D. Portwood
Keyword(s):  
Career Management ◽  
Career Plans ◽  
Organizational Career Management

scholarly journals Because Individual Determinants Matter: A Theoretical Extension of Peterson’s Organizational Employee Persistence Model

2015 ◽  
Vol 5 (4) ◽  
pp. 1
Author(s):  
Cristina Stefania Frincu ◽  
Andreea Negruti
Keyword(s):  
Career Management ◽  
Decision Making Process ◽  
Global Level ◽  
Life Balance ◽  
Perceived Performance ◽  
Career Growth ◽  
Individual Determinants ◽  
Organizational Persistence ◽  
Dynamic Relationships ◽  
Persistence Model

The world is changing rapidly and the need to adapt and develop presses individuals in a tremendous way to make fast personal and professional decisions in order to face the new challenges. The constant evolution at a global level inevitably translates into changes in the organizational environment, where employees need to develop their authentic professional story, need to define their goals and become competent in the decision making process regarding their career paths.The self-perceived performance analysis, the relationships with co-workers, the employees’ interest about their career growth and work-life balance proved to be strategic contributions in explaining the turnover in the Model of Organizational Persistence proposed and validated by Shari L. Peterson (2004). Our paper proposes and tests an extension of Peterson’s approach by adding two more personality traits in the model: dispositional authenticity and motivational persistence, with the scope to define a more specific map of the dynamic relationships built between employees and their organization, as we believe that turnover could be managed not just directly by organizations, but also indirectly, by employees, throughout their career management decisions.This article’s findings could be valuable for both employees - who want to effectively manage their careers, and organizations, aiming to attract, understand, develop and retain talents.

Where to from here? Evaluating employability during career transition

2007 ◽  
Vol 13 (3) ◽  
pp. 196-211 ◽  
Author(s):  
Marilyn Clarke
Keyword(s):  
Small Group ◽  
Job Search ◽  
Management Strategies ◽  
Career Transition ◽  
Career Management ◽  
Job Market ◽  
Successful Career ◽  
The Individual ◽  
Individual Career Management

AbstractThis study explores attitudes towards employability among a small group of individuals who were in career transition as a result of taking voluntary redundancy. Contemporary models of career suggest that much of the responsibility for career and employability has been transferred from the organisation to the individual. This study indicated that, in general, mid-career individuals were yet to recognise this transfer and to take ownership of their employability. When moving from a stable career within a paternalistic organisation to an uncertain job market they were unsure what they had to offer an employer, how to approach job search or how to market their skills and experience. The majority did make a successful career transition but more in the absence of, rather than because of, individual career management strategies.

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