Effective career planning and development programs must consider the different perceptions and desires of employees. Employees want the following factors in organizational career planning:
Career equity: Employees want to perceive equity in the organization’s performance and promotion system with respect to career advancement opportunities.
Supervisory concern: Employee want their supervisors to play an active role in career development and to provide timely performance feedback.
wareness of opportunities: Employees want knowledge of the career advancement opportunities that exist in their organizations.
Employee interest: Employees needs different amount of information and have different degrees of interest in career advancement depending on a variety of factors (age, sex, occupation, education).
Career satisfaction: Employees, depending on their age and occupation, have different levels of career satisfaction.
Many employees know very little about career planning. Often they are unaware of the need for and advantages of career planning. And once made aware, they often lack the necessary information to plan their careers successfully. Personnel departments are suited to solve both of these shortcomings, and they can increase employee awareness through a variety of educational techniques. Workshops and seminars on career planning increase employee interest by pointing out the key concepts associated with career planning. Workshops help the employees set career goals, identify career paths, and uncover specific career development activities. These educational activities may be supplemented by printed information. The goals of career information seminar is to help employees better understand hoe their jobs and careers can contribute to their goals and to identify the roles of employees, their supervisors, and the personnel department in career planning and personal development.
Career equity: Employees want to perceive equity in the organization’s performance and promotion system with respect to career advancement opportunities.
Supervisory concern: Employee want their supervisors to play an active role in career development and to provide timely performance feedback.
wareness of opportunities: Employees want knowledge of the career advancement opportunities that exist in their organizations.
Employee interest: Employees needs different amount of information and have different degrees of interest in career advancement depending on a variety of factors (age, sex, occupation, education).
Career satisfaction: Employees, depending on their age and occupation, have different levels of career satisfaction.
Many employees know very little about career planning. Often they are unaware of the need for and advantages of career planning. And once made aware, they often lack the necessary information to plan their careers successfully. Personnel departments are suited to solve both of these shortcomings, and they can increase employee awareness through a variety of educational techniques. Workshops and seminars on career planning increase employee interest by pointing out the key concepts associated with career planning. Workshops help the employees set career goals, identify career paths, and uncover specific career development activities. These educational activities may be supplemented by printed information. The goals of career information seminar is to help employees better understand hoe their jobs and careers can contribute to their goals and to identify the roles of employees, their supervisors, and the personnel department in career planning and personal development.
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