Career Managements role in organizational development.doc

Career Managements role in organizational developmentAbstract career management is the development of human society to a certain stage of the emergence of a new management concept and management models, it is increased competition, increased mental worker, worker motivation, and many other high-level and diversified economy, social and cultural factors together results. It is the area of human resources management, new content, promotion of traditional-for-work or job-oriented human resource management model to reflect the people-oriented human resource management a new model, the organization has a positive role in promoting development. Key words career management role-playing an active role in Career management of human resources management, new content areas to promote the traditional work-or job-oriented human resource management model to reflect the people-oriented human resources management, a new model. Itself contains a relatively unique content on other aspects of human resources management, management of a humanistic philosophy of guiding significance. First, the concept of career management related to His career is the core concept of career management. The so-called career, simply put, refers to a persons life on the Industry engaged in various professional fields of work or job work experience. Career management related to career plans, career development and career management itself, and so on. Career plans were divided into individual-oriented and organization-oriented two cases. Here, mainly related to the organization of career-oriented programs, also known as the life of an organized program, referring to an organized participation in personal development plans. It is the living needs of both workers and organizations, from organizations and as a member of the workers, workers in personal development plan jointly formulated the East. A career plan is the main organizations and workers in both sides, the main contents of the individual workers, career choice, development goals and development. Workers in the individual career development plan is not only workers of such individual (and family) needs, but also the needs of the organization, thus, career planning to personal development and organizational development combines organically. Implementation of the plan is a career workers career development. Career development is the essence of individual workers to be relatively comprehensive development, namely through the joint efforts of organizations and individuals to achieve personal goals or ideals in life. Because of organizational career-oriented programs and insurance of workers, individual goals with organizational goals in harmony, therefore, when the individual targets are met, the individual organizations have also contributed to the members of all organizations in achieving their personal goals differ process, the organizations also continue to achieve their own goals. Organization-oriented career planning and career development in the participation of both organizations, organizations to help workers to develop their career plans and help them achieve the career development of career management is a series of activities. Therefore, career management is a departure from the organizations career planning and career development. Career management organization should be established in two basic understanding. First, the relationship between the organization and its members positioning, the organization and members are equal subjects of interest, members of the Organization for personal development and organizational development can be found in point, you can promote each other and common development; two pairs of workers in the assumption of human nature , the workers are self-fulfilling people is do not have troops on self-Fen Ti people, even for those who are not self-realization of people, organizations can also be a certain degree of management methods to transform, so that the organization of workers to become self-fulfilling people. Should be noted that, in the organization into the early stages of career management is often the status of the overall situation of human nature can not achieve self-realization on the part of the human body would only apply to the hypothesis of human nature, and in that part of the crowd into career management. Reposted elsewhere in the paper for free download http:/ Second, career management in the role-playing Organization-oriented career management in fact, there are three main, namely, staff, the staff where the department is responsible for career management and human resources. Staff, department heads and human resource management departments complement each other to jointly develop staff career plans to promote the employees career plan. A series of activities in the career management process, the three each play different roles to play different roles. Broadly speaking, human resources management for policy makers, common event organizers, the final consultant, coordinator and the role of supervision and inspection; department heads who play a policy implementation, sector activities, organizers, consultants and other direct role, In the career management of the import period, department heads is to assist human resource management sector to import arrangements for career management in the normal operation phase, department heads should become the main body of departmental staff and career management; staff in career management in the major role, including the main one of the career management, career management object, ultimately responsible and so on. In different countries of different cultural backgrounds, the three main different roles played by the management in his career and the importance of the initiative there are some differences. For example, in career management, the organization of the United States more emphasis on the role and participation of the individual employee career development of the voluntary nature of; Singapore is even more emphasis on organizational drive, employees generally accustomed to let their employers to be responsible for their future. Third, career management on the role of the Organization Although the career management directly to the employees object, and thus to promote the role of employee personal development obvious, but more and more organizations into career management, which illustrates the development of career management of the organization also play a positive role. Relative to history, there have been management style, career management has demonstrated a strong altruism color, people tend to be more vivid in this idea - to promote staff development, but also help the organization utilitarian goals, in fact, career management can be achieved through staff development based on organizational development. Career management of organizational active role in the development of the performance in the following several aspects: First, the organization became a powerful guarantee longevity. A longevity organization is the common ideal of every organization, but in fact only a few organizations can do it. Longevity longevity of the specific reasons why organizations vary, one thing in common they are: in the development process have been stable, and full of passion, full of wisdom staff. Career management help to increase the stability of employees to develop their potential to maximize the mobilization of their enthusiasm. Second, to maintain the dynamic human resource allocation is reasonable. A reasonable allocation of human resources is that staff are using their talent and organizations to improve performance prerequisite. Through the career management, there can be planned and dynamic allocation of human resources, human resources to implement dynamic rationality. Third, to enhance the competitiveness of the Organizations human resources. Because of economic globalization, product updates, accelerated the formation of a buyers market impact and other reasons, organizations and competition becomes more intense. In an era full of challenges and opportunities, organizations should not only enhance the capacity of staff fighting single-handedly, but also enhance the overall combat capability in order to face the opportunities and challenges. Through the career management and realize the dynamics of the rational allocation of human resources, systems development of existing human resources staff a high level of motivation, will greatly enhance staff capacity to man combat, but also will enhance the organizations overall competitiveness. Fourth, reduce the organizations administrative costs. Career management as a sort of pre-management as the mainstay, supplemented by management, process management and post-management mode, as opposed to post-process management-based and management-based management model, its management costs can be significantly reduced, the main reason that one of the most is because the employees do th