Introduction
From the research conducted I understand that a career is a coordinated set of errands that are carried by a person to satisfy a purpose and also achieve his or her objectives and goals. It is a unit in an organization that remains unchanged thus a career is a fixed entity but it can be designed to fit a certain situation. How a career is done, what is done and the results achieved are usually dependent on the capabilities and how the employees are motivated and the interactions with one another in the company and also with their outside environment which include customers and suppliers. (Jay, 2005).
Therefore I can say that for any business organization to succeed in career management it should consider the following processes.
Career Analysis
From my study, I find that career analysis is the procedure followed to find out what the employees are expected to achieve how they are supposed to achieve it when carrying out their work and the competencies and skills needed to meet the expectations of the company. Career analysis is very essential in an organization. It usually gives the information required to produce role profiles, information used in recruitment, learning and development, performance appraisals, job design and job evaluation. After the job analysis is done there is a result which is referred to as role profile. The role profile describes the responsibility the holders are supposed to deliver in terms of the expectations of the company and accountabilities. It also defines the competencies and skills required to execute the career effectively, what role holders need to know and finally what they are able to do. Role profiles are usually individual or they may belong to the whole group. (Raymond, 1994).
Career analysis also defines those tasks and duties that are supposed to be carried out in order to provide a job description so it is usually narrow and nonflexible. It usually describes out clearly exactly what job holders are supposed to do and also give the employees the opportunity to accept or object if they or they don’t fit in the description given. (Peiperl, Arthur, and Anand, 2002).
Career learning analysis
From the research, I find out that this concept analyses the learning skills that contribute to a performance that satisfies the management. A learning skill is used to perfect other skills and knowledge and represents broad categories of career behaviour that need to be improved and new ones learnt. The learning skills include: adapting new ideas and systems, looking ahead and anticipating, physical skills that require practice, non-verbal information that includes smell, sound, taste, sight and touch which is used to assess and categorize. Other learning skills include memorizing facts, diagnosing, analyzing and problem-solving without help. (Martocchio and Judge, 1997).
Career Design
Career design is the arrangement of the method, contents and interaction of the jobs in order to suit both technological and organizational demands, social and personal requirements of the job holder. I can therefore say that It is a process that involves the structuring of the task-related activities and individual acquaintances of a job by determining how responsibility, implication and self-sufficiency workers are allowed in their career. I find out that Career design is aimed at providing intrinsic rewards as compared to financial incentives which give extrinsic rewards. I can therefore say that there are various reasons why job design should be carried out in a company. They include; to satisfy organizational requirements for productivity, quality of products and services and for efficiency in operation, secondly, to satisfy the individual needs which may include challenges and accomplishments thus bringing about commitment to carrying out the career well, to fulfil the social responsibilities of the organization to the people who work in it by improving the worth of working life, it brings about motivation, reduces boredom and monotony and finally leads to empowerment. Thus the overall goals of career design are to blend the needs of an individual with the requirements of the organization. (Raymond, 1994).
Motivation
From my research, I find that employee motivation is the key to the profitability and competitive success of any company in the current business world. Research has shown that a well-paid employee does his job well and in return, the company’s performance is greatly enhanced. Employer and employee relations are very important in ensuring that a company realizes its mission. In fact, I have carried out various researches and found out that well-paid employees usually translate to satisfied customers i.e. with a motivated workforce they do their tasks well thus retaining and attracting more customers. Hence, with proper policies and administrative skills, managers can create satisfied employees. (Brewster, 1995).
Maslow’s Hierarchy on Motivation
From my study, I find that Abraham Maslow was a psychologist who argued that human beings are always motivated by needs that are in a hierarchical order flowing from those orders regarded to below to those said to be of a high order. Maslow theory identifies five needs of human beings that have to be satisfied. Maslow involves the provision of protective clothing, medical cover, housing and transport allowances, pension schemes, job security and insurance scheme to meet these needs. The main psychological needs that are basic to most human beings are food, shelter and clothing. We also have social needs that are provisioned to be social like family morals and feelings, intimacy and understanding of each other, sharing of social amenities or services like sports and entertainment. Maslow theory also entails esteem needs that entail education, rank and title symbols, fringe benefits like shares, bonuses, size of workplace and equipment. (Bjbrkman and Fey, 2001)
Conclusion
I can therefore conclude and recommend that every time a company wants to be successful it should be able to carry out career analysis, development and training, job design and implement it and finally evaluate the job done by the employees so that they can be able to determine the number of wages to pay them. The entire above are unavoidable in a company if it wants to be successful and achieve its goals and objectives but they should not be carried out in a manner that is discerning, prejudiced or biased so the processes should be analytical, fair, systematic, consistent, transparent and flexible for the well being of all employees in the company and the organization at large.
Reference
Arnold, J. (2005) Work Psychology: Understanding Human Behavior in the Workplace (4th Edition), Harlow, FT Prentice Hall.
Baruch, Y (2004) Managing Careers: Theory and Practice, Harlow, Pearson Education.
Brewster. C (1995): Towards a European Model of Human Resource Management-Journal of International Business. Vol 26.
Bjbrkman, I. and Fey, C (2001): The Effect of Human Resource Management Practices on MNC Subsidiary Performance in Russia – Journal of International Business Studies. Vol 32.
Bright, J. and Earl, J. (2005) Brilliant CV: what employers want to see and how to say it (2nd edition), Harlow, Prentice Hall.
Jay, R. (2005) Brilliant interview: what employers want to hear and how to say it (2nd edition), Harlow, Prentice Hall.
Martocchio, J. and Judge, T. (1997): Relationship between Conscientiousness and Learning in Employee Training: – Mediating Influences of Self-Deception and Self-Efficacy. Journal of Applied Psychology, Vol 82
Peiperl M, Arthur M. and Anand N. (2002) Career Creativity- Explorations in the Remaking of Work, Oxford- Oxford University Press.
Raymond A (1994): Employee Training and Development. 4th Edition, Ohio State University.