Career Management

Name : Radisty Sabila Noveira Student ID : 6020210129 Class : C Courses : Industrial Organizational Psychology Lecturer : Mr. Seta Wicaksana,M.Si,Psi 11th Meeting Assignment Career Management A) MANAGEMENT CAREER I. Definition Management Career According to Michael G. Aamodt (2016), “Career management is the process of managing employee careers, which includes the stages of career planning activities, career development and counseling, and career decision making”. According to Ronald E. Roggio (2017), “Career management is the process of managing employee careers which includes career planning, career development and counseling activities as well as career decision making. Career management involves all parties, including employees concerned with the unit where the employee works, and the organization as a whole. According to Angelo Kiniki (2018), “Career management is also concerned with the individual's choice to initiate or intervene in the desired career direction. All possibilities in advancing careers such as increasing competence as well as the path taken for promotion can be carried out proactively”. According to Steve M. Jex & Thomas W. Britt (2014), “Career management is the process of managing an employee's career, which includes the stages of career planning, career development and counseling, and career decision making. Career management involves all parties including employees concerned with the unit where they work and the organization as a whole. Therefore career management covers a very broad range of activities. Career management is closely related to career planning and development”. According to Jeffrey M (2013), “Career management involves all parties including employees concerned with the unit where they work and the organization as a whole. Therefore career management covers a very broad range of activities. Career management is closely related to career planning and development”. Base on that statement, I can conclude that, “Career management is a process where organizations try to match individual career interests and organizational abilities to recruit employees or it can be said that career management is the process of managing and planning an employee's activities to promote better career development. Career management can also be viewed from two perspectives : • From the individual side, it is the actual planning of the individual's activities and his involvement in the work that a person does during his life for better fulfillment, growth and financial stability. • From an organizational perspective, it is an effort made by the organization to manage the flow of employees' movement over time through the available positions, in a way that meets organizational and individual goals. II. Career Management Fundamentals According to Steve M. Jex & Thomas W. Britt (2014), Career management has basics that have been divided into 3 parts, the following are parts of the basics of career management : 1. Management — The existence of a process in managing a task, which is carried out by a group of people or organizations in order to achieve the same goal. 2. Career Development — Continuous efforts made by an institution, organization, or by an individual to expand career opportunities and awareness of the intended career goals. 3. Career Planning — The steps taken by the individual in directing his career in a way that can give him an individual satisfaction. III. Guidelines in Career Management According to Angelo Kiniki (2018), career management has guidelines which are divided into several sections: Avoid Reality Surprises Provide a challenging starting job Provide realistic job review in hiring Being demanding Conduct job rotation and job tracking Increase career-oriented performance appraisals Encouragement of career planning activities IV. Career Management Goals According to Jeffrey M (2013), From the explanation above, you need to know that career management activities have several goals including: 1. To achieve employee and company goals. 2. Proving employee welfare. 3. Assist employees in identifying potential/skills. 4. Establish a close relationship between employees and the company. 5. Evidence for social responsibility. 6. Strengthen the implementation of company goals V. Career Management Process According to Angelo Kiniki (2018), Career management is a process in which individuals collect information about values, interests, strengths and weaknesses of skills (career exploration), identify career goals and use career strategies to achieve these career goals. This is done by assisting employees in career planning. The career management process is as follows : Stage 1: Career Exploration Based on the exploration behavior theory developed by vocational psychologists. Exploration behavior, mental or physical activity of a person. In this case, information is needed about the individual and his environment. Information is used for the development of individual and accupational concepts. According to Angelo Kiniki (2018), career exploration includes four components, namely: 1. Where one explores (environment versus self) 2. How one explores (intended versus systematic) 3. How much one explores (frequency and amount of information) 4. What one explores (focus of the exploration) Stage 2: Development of Career Goals According to goal setting theory, goals will influence behavior through direct attention, simulating effort, and facilitating the development strategies (Locke and Lartham) abilities and expertise through work experience. So career advancement is obtained through dedication. Stage 3: Political System Especially in companies such as telecommunications, accounting and complex projects that exist within the organization. By James Rosenbaum referred to as a tournament allocation method, namely competing for power. VI. If there is no career management in an organization According to Steve M. Jex & Thomas W. Britt (2014), From a company perspective, failure to motivate employees to plan their careers can lead to : • Lack of employees to fill available positions. • Lower employee commitment. • Inappropriate use of training and development funds From an employee perspective, the absence of career management can result in: • Frustration, related to lack of self-growth and challenges at work. • Feelings of being less valuable in the company. • Inability to regain employment, during mergers and acquisitions, restructuring, etc. VII. Career Management Benefits According to Michael G. Aamodt (2016), The career management process in a company is a very important activity. Because this process will provide several benefits for the company itself, including: 1. Develop the quality of employee performance and understand the benefits of building cooperation with the company. 2. Increase employee morale for their career application process in an organization or company. 3. Identify employee skills, interests, and career goals. 4. Broaden the knowledge needed to increase employee commitment and satisfaction. 5. Create and maintain a continuous learning environment in the company. 6. Achieve results from employee performance by providing several facilities to support their work processes. VIII. Factors Influence Career Management System Effectiveness According to Ronald E. Roggio (2017), there are factors that can affect the effectiveness of the system in career management: 1. Establish a career management system in response to business needs or to support business strategy. 2. The participation of managers and employees in building the system. 3. Employees are encouraged to take an active role in all career management programs. 4. Evaluation of the system is carried out on an ongoing basis with the aim of improving the system. 5. Business units can make adjustments to the existing system, according to certain needs, but still with some agreed limits. 6. Employees have access to career information sources (including available advisors and positions. 7. Senior Management supports the agreed career system. 8. This career management system is linked to other HR Management practices. Such as performance management, training and development, as well as workforce planning, recruitment and employee selection stages. 9. This system creates a large and diverse “talent pool”. 10. Information about career plans and talent evaluation, can be accessed by all company managers. B) CAREER DEVELOPMENT I. Definition of Career Developmet According to Michael G. Aamodt (2016), “Career development is the process of implementing / implementing career planning. The career development process starts from evaluating employee performance / performance appraisal, from this activity it can be seen the ability of employees both from their potential and actual performance. According to Michael G. Aamodt (2016), “Career development is part of career management concepts and programs. Through career development, HRD and management provide various programs to develop the potential of employees towards the career they want to achieve, which is in line with the expectations of employees and the company”. According to Steve M. Jex & Thomas W. Britt (2014), “Career development is part of career management concepts and programs. Through career development, HRD and management provide various programs to develop the potential of employees towards the career they want to achieve, which is in line with the expectations of employees and the company”. According to Jeffrey M (2013), Employee career development can be done in 2 ways, through training and non-training methods. Employee career development through training can be in the form of sending employees to school, providing training and providing training while working (on the job training). Base on that statement, I can conclude that, “Organizational development is a critical, science-based process that helps organizations build their capacity for change and achieve greater effectiveness by developing, improving, and strengthening strategy-structure-work processes”. II. Career Development Planning/Career Exploration According to Steve M. Jex & Thomas W. Britt (2014), Career Development Planning is a process designed to help you to : Take the time to think about your job/career goals Focus on developing knowledge and skills for your current position and for future job opportunities Think about how you can utilize efficiently your strengths, talents, experience, and motivation – how can you use all of these aspects to increase your passion for work! Be the architect of your own career development plan – write your goals, make a decision to have a plan for your career development Discuss your career development goals with your manager III. Stages of Career Development in Organizations Broadly speaking, According to Ronald E. Roggio (2017), there are three stages of a person's career development when in a formal work organization, namely: (1) Early career. Organizations can help new employees engage in career exploration and structure their careers during the early stages by engaging in orientation and mentoring practices that effectively address work challenges and responsibilities and offer constructive performance feedback. (2) Mid-career, At this stage, many individuals experience a mid-career transition or change, and which eventually becomes a mid-career crisis as a person. In this stage, the individual reviews his achievements to the extent that it is possible to achieve his personal career and life goals in the future. (3) Late Career, In the end, the individual begins to break away from the entanglement of his duties and get ready to retire. Providing training to successors, reducing workload, or delegating the main tasks of the late career period (late career) is to remain productive and prepare for retirement. During late career, most employees have to overcome obsolescence after mid-career or a stable period as well as negative age bias on the job. C) CAREER PLANNING I. Definition According to Steve M. Jex & Thomas W. Britt (2014), Career planning is planning carried out by individuals (employees) and organizations, especially regarding the preparations that must be met by an employee to achieve certain career goals. In employee career planning, superiors assess the strengths and weaknesses of employees, examine the skills possessed by employees. II. Career Planning Goals According to Steve M. Jex & Thomas W. Britt (2014), Career planning aims to align the needs, abilities, and goals of employees with current and future opportunities and challenges within the organization. Or it may be argued that career planning programs are designed to expand the opportunities that organizations place in placing the right people in the right place at the right time. So career planning programs are aimed at matching skills, knowledge, abilities, and job demands with personality, interests, preferences and job rewards. III. Basic Concepts of Career Planning The basic concepts of career planning above can be described in detail in terms of career planning as expressed by Jeffrey M (2013), is : (1) Career, a career is all work (positions) handled or held during a person's working life; (2) Career Path, a career path is a pattern of sequential jobs that make up a person's career; (3) Career goals (career goals.), career goals are positions in the future where a person struggles to achieve them as part of his career; (4) Career planning, career planning is the process through which a person chooses career goals, and the path to those goals; (5) Career development (career development), career development is the personal enhancements made by someone to achieve a career plan. IV. Career planning requirements According to Angelo Kiniki (2018), there are five conditions that must be met so that career planning can run well, namely dialogue, guidance, individual involvement in the organization, feedback and clarity of detailed, formal and written career planning procedures. Career planning is not only useful for assessing employee performance but also useful for employee career development, determining bonuses, and seeking input to determine organizational policies. Career planning can be done in three ways : a. Career education In this case, employees must realize and understand that career education is important to spur careers, motivate and make employees aware of careers that can be achieved in the organization. This form of education can take various forms, such as seminars, workshops, workshops, simulation executive education and so on. b. Provision of information Information data used such as job descriptions, job requirements and work standards so that employees can formulate career plans that are carried out through career paths within the organization. c. Career guidance This career guidance effort aims to determine the most appropriate career for employees through awareness of interests and abilities to choose the right career path. This can be done through aptitude tests that can be linked to the employee's career path. V. Steps in Career Planning According to Jeffrey M (2013), Career planning steps: 1) Assess yourself The main thing in starting a career planning is to understand yourself. Such as recognizing skills and talents related to career opportunities. 2) Setting career goals Once a person knows his strengths, abilities and talents, career goals can be formed. 3) Prepare plans Plans can be made from several kinds of activity designs to achieve career goals. 4) Implement plans D). FACTORS INFLUENCE CAREER MANAGEMENT SYSTEM EFFECTIVENESS According to Steve M. Jex & Thomas W. Britt (2014), effectiveness is influenced by several factors : 1. Establish a career management system in response to business needs or to support business strategy. 2. The participation of managers and employees in building the system. 3. Employees are encouraged to take an active role in all career management programs. 4. Evaluation of the system is carried out on an ongoing basis with the aim of improving the system. 5. Business units can make adjustments to the existing system, according to certain needs, but still with some agreed limits. 6. Employees have access to career information sources (including available advisors and positions. 7. Senior Management supports the agreed career system. 8. This career management system is linked to other HR Management practices. Such as performance management, training and development, as well as workforce planning, recruitment and employee selection stages. 9. This system creates a large and diverse “talent pool”. 10. Information about career plans and talent evaluation, can be accessed by all company managers. E). CAREER SYSTEM BENEFIT According to Jeffrey M (2013), the career system can bring the following benefits: (1) All employees can get equal and adequate opportunities to develop their skills, learn new things, and also broaden their horizons, according to their respective abilities; (2) All employees can be developed according to the right path according to their interests and characteristics so that employees can be placed in positions according to their interests and characteristics; (3) Employee development can run well, comprehensively and smoothly so that all levels in the organization from the executive level to the top management can be filled with skilled employees. F). FACTORS AFFECTING CAREER CHOICE According to Michael G. Aamodt (2016), The first step in planning a career for yourself or someone else is to learn as much as you can about that person's interests, intelligences, and skills: 1. Identify occupational orientation. The theory developed by John Holland says that there are six basic personal orientations that define the types of careers that people are attracted to: (a) Realistic orientation. These people are attracted to jobs/occupations that include physical activities that require skill, strength, and coordination; (b) Orientation of the investigation. Investigators are attracted to careers that include cognitive activities (thinking, organizing, understanding) rather than affective activities (feeling, acting, or interpersonal and emotional tasks); (c) Social Orientation. These people are attracted to careers that include interpersonal rather than intellectual or physical activities; (d) conventional orientation. A conventional orientation prefers a career that includes structured, regular activities, as well as a career in which it is expected that employees do not prioritize their personal needs against the needs of the organization; (e) Entrepreneurship Orientation. Verbal activities aimed at influencing others who are attracted to the entrepreneurial personality; (f) Artistic orientation. People here are attracted to careers that include self-expression, artistic creation, emotional expression, individualistic activities. 2. Identify skills. Successful performance depends not only on motivation but also on ability. To get the ability in a task and job in order to develop a career optimally, a person or employee can obtain it through: (a) An exercise, ie an exercise that is useful for identifying occupational skills; (b) Special intelligences and talents, namely innate abilities that include intelligence, numerical intelligence, mechanical comprehension, and manual dexterity, as well as talents such as artistic, theatrical, or musical abilities that play an important role in career choice; (c) Identify career anchors G) CONCLUSION Some things that can be concluded are : (1) Career is something that must be realized and continuously pursued by employees, and a stuck career situation must be avoided. For this reason, management must seriously pay attention to and treat employees by respecting their potential and achievements; (2) Career planning and development must be able to provide certainty for employees to be more transparent and secure and be able to grow and develop all abilities, intellectuals, insights, motivation and dedication of employees in the work position held; (3) The use of the formulation of career paths and regeneration programs in the management of human resources in an organization needs to pay attention to the compatibility of the two types of formulations with various other ranks commonly used in organizational management; (4) Career planning is a process in which individuals plan their work life with the main focus of career planning which should be related to personal goals and opportunities that are actually and realistically available within the organization; (5) Career planning basically consists of two main elements, namely organizational career planning and individual career planning. 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