Historically, organizations held a paternalistic view on employment. It was the organization which was responsible, and took the appropriate action, to manage its employee’s careers. This may have included traditional training programs, succession planning, and periodic/scheduled job rotations and promotions. It was not uncommon for an employee to stay with one employer for his/her entire career. After decades of implementing operational strategies, (e.g. mergers, acquisitions, down-sizing, right-sizing, efficiency and sourcing optimization), the employee/employer relationship has changed. Career management has shifted from an organization paternalistic entitlement to an employee self-reliant responsibility. Each and every employee is now responsible for managing his/her own career.
The new employee/employer relationship is one in which everyone understands there is no guarantee of lifetime employment. At the same time, everyone’s success is tied to the success of the organization. While an organization cannot guarantee lifetime employment, it can contract to support those employees who are willing to invest their time and energy in staying highly employable. By maintaining and enhancing their skill set, including career management, employees improve their overall value proposition.
Today, organizations are spending in excess of 20B a year developing Career Management as a core competency in their workforce. Progressive organizations understand that employees who are appropriately aligned within the organization are passionate about their work, experiencing success, and focused on meeting individual and organizational goals. The outcomes as a result of this alignment include:
• Increased employee engagement
• Enhanced effort/productivity/efficiency
• High levels of employee satisfaction
• Increased retention of key employees
A pro-active, comprehensive approach to career management includes a framework which provides both individuals and their leaders/mentors the awareness, skills, and tools necessary to take personal responsibility and accountability for their careers.
For additional information regarding developing Career Management as a core competency visit CareerMobility™, at the following link: Career Management
