Career and Professional Development of the Head of the Organization

The present research featured the career and professional development of the head of a modern organization. The status and career development of specialists and managers often come into dissonance. Managerialism, corruption, and other deformations create contradictions that require targeted and large-scale efforts, e.g. innovative career management technologies. The research objective was to analyze modern problems of managing the career and professional development of CEO personnel. The career and professional path of a CEO is a cultural phenomenon. They are closely related to one's development as a personality, a partner, and a specialist, which forms a system of competencies. These competencies also reflect and generate changes in the area of intrapersonal and interpersonal improvement. Personal development depends on the accumulation and processing of life and career experience. As a rule, this experience is neither purposeful nor reflexive. As a result, it gives little large-scale effect. The study and reflection should prevent and correct violations of professional-labor and social-career development, including careerograms, customized work trajectories, psychotechnologies of career management, etc. Performance of a manager is a multilevel system of interconnected individual components. Managerial performance can be improved as a systemic correlation of the existing and emerging qualities of a manager with the peculiarities of the organization, i.e. corporate culture, socio-psychological climate, internal education and mutual assistance, a system of selection and support, a system of professionally important qualities of an effective leader, ergo design of staff, psychophysiological harmony, etc.

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

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.

Artificial Intelligence in HRM

Artificial intelligence's ability to enhance the applicant and employee involvement by automating routine, low-value responsibilities, and freeing up time to concentrate on the more planned, innovative work that teams need and want to do has been a burning topic in the research world for years. The technology may lead to improved recruitment, performance evaluations, training, and career management approaches. This literature review looks at artificial intelligence in HRM in terms of recruitment, performance measurement, training and coaching, and career management operations. It allows HR departments to enhance the applicant and employee experience by automating low-value, routine activities, allowing resources to concentrate on more strategic, disruptive work.

Research of features of career development of teachers in highly rated universities in Europe

Актуальность данной статьи обусловлена необходимостью изучения особенностей карьерного развития педагога в связи с имеющимися проблемами повышения квалификации в России. Автором сформулировано понятие «карьеры» как своеобразного контекста профессиональной деятельности педагога; выделены факторы, влияющие на развитие карьеры. Цель статьи заключается в исследовании зарубежного взгляда на построение карьерного пути педагога, классифицированы формы организации профессионального развития педагога. Автором утверждается важность изучения зарубежного опыта для переноса в сферу российского образования, его трансформации, взаимозависимость процесса управления профессиональной карьерой и профессионального развития педагога. На основе анализа особенностей карьерного развития за рубежом обозначены основные проблемы, связанные с успешным продвижением педагога в его профессиональной деятельности. Статья предназначена для педагогов-исследователей, руководителей образовательных организаций высшего профессионального и дополнительного образования. The relevance of this article is due to the need to study the features of a teacher's career development in connection with the existing problems of professional development in Russia. The author formulates the concept of "career" as a kind of context of a teacher's professional activity; the factors influencing career development are highlighted. The purpose of the article is to study the foreign view on the construction of the career path of a teacher, the forms of organization of professional development of a teacher are classified. The author asserts the importance of studying foreign experience for transfer to the sphere of Russian education, its transformation, the interdependence of the process of professional career management and professional development of a teacher. Based on the analysis of the features of career development abroad, the main problems associated with the successful promotion of a teacher in his professional activity are revealed. The article is intended for teachers-researchers, heads of educational organizations of higher professional and additional education.

Career Planning and Career Management: Case on Workforce in Makassar

Every employee has a career goal he or she wants to achieve. In achieving his or her career, an employee will explore all available opportunities. Career planning is an effort made by individuals in setting goals or achieving desired career goals. This includes activities such as analyzing the abilities possessed, interest in work, values, to identify goals that need to be achieved in supporting the desired career. Looking at the current reality, many companies are experiencing changes caused by the coronavirus pandemic. This problem is felt not only by companies but also by employees because it can hinder their careers. This research is expected to provide insights on individual career planning and the role of organization in career management. This study shows there is a significant relationship between career planning and career management.