The challenges of career management

Résumé du document

The "career" notion appeared in the 60s, referring to a professional evolution through one organization. In effect, in a favorable economical context, employees did not want only money as remuneration: they looked at the future with goals to achieve thanks to meritocracy. Therefore, the science of human resources looked deeper into the career management of employees, taking into account the company's needs and the wishes and the potential of the workforce simultaneously.

How did they achieve this? By creating evaluation system that can detect potential and then applying a customized management of career. We an name this career vision as 'traditional '. However, because of the changes in today's societies, this vision is confronted with issues. As Hall affirms in his book "The Career Is Dead-Long Live the Career", each job experience can be considered as a career. Then, we can wonder whether the 'traditional' career is still relevant, as sociologists and economists argue around the notion of career. Therefore, this question is: can we manage careers as it was done before?

Extraits

[...] Indeed, actions are taken only if employees suffer health problems from a tough work, or because after 30 years spent in the same organization, they cannot adapt to the new way of doing things. Furthermore, because of the automation of work, Just-In-Time technique and the outsourcing, the number of jobs that they could fit in has mechanically shrunk. However, if there is a great need to increase awareness of public to this issue, some initiatives are already launched in order to tackle this issue, such as the project Saturne in France. It is a funded by the European Social Fund and driven by Emergences coaching group. [...]

[...] What can be done in order to motivate them and meet their needs? From the individual view point, career management should be able to fulfill his expectations. Indeed, according to Maslow's needs pyramid model, self-actualization is the greatest need. Feeling safe and useful are also important. Those needs can be satisfied thanks to career management. An individual wants to pursue his personal development independently of the organization. Even if the organization is doing badly, his professional achievement won't be stopped. [...]

[...] Furthermore, each employee can access a gate “slb.people” and state his/her own wishes in terms of career and personal life management. This enables the human resources manager to understand better what employees are living in the day-to-day life. Thanks to those tools and this commitment, Schlumberger is now a model in terms of diversity Senior career management Managing the end of a career has become a very tricky challenge for human resources. If we go back 10 or 15 years before, we would notice that companies did everything they go to force their old employee to retire the sooner. [...]

[...] Life is now longer in developed countries, therefore workforce is getting older, which can be a wonderful opportunity for companies if actions are taken to integrate them as much as possible into the organization. These issues are what career management is about, make sure that every can see a possibility to find the right position, and give the best of themselves. Bibliography - Sciences Economiques et Sociales (Social and economical sciences) Teaching Book, M. Montoussé et G. Renouard, Edition Bréal - Les Ressources Humaines (Human Resources) - Dimitri Weiss Editions d'Organisation - Gestion 2000 magazine, article by Pierre Morin, April 2007 - Gestion des ressources humaines (Human resources management) - B. [...]

[...] - Training policy To be efficient, career management must go along with a strong training policy. Trainings can as well be done after a promotion as being a condition before being granted with a promotion. - Replacement plans It is the most used tool. Forecasting organization chart can help considering possible candidates in case of departure. - Adapted recruitment policy Recruiting is the most determining step for an individual's career future. In various industries, people are recruited and expected to stay in the company. [...]