Mohammad Hanief
The world of work has changed and whatever career one chooses, there is no guarantee of a job for life. You can’t even be sure that the job you take at the start of your career will still exist when you reach retirement age. To enable employees to succeed in a dynamic environment they need to develop the skills and behaviours that will support them to manage their career effectively and confidently.
To effectively advance in a career, it is important to set goals and strategically pursue opportunities. Understanding how to manage a career can help you plan professional goals better and enhance growth prospects. If you work in human resources, learning more about career management can help you make an informed decision when implementing occupational programmes in your workplace. In this article, we define career management, share its elements, discuss its objectives and list the benefits to help you plan better.
It is plain that the skills needed for career management are highly personal and depend on self-awareness and reflective processes that drive the employability skills needed to succeed in a competitive market where employers vie for talent. Career paths are increasingly personal to the individual who may work in a range of roles, functions, sectors and careers. The career ladder is no longer the dominant model as increasingly we see lateral moves and tours of duty as desirable in a world where the ‘career’ is a fluid and subjective concept.
For organisational leadership there is a real benefit in ensuring that employees are provided with an environment that works for all generations and which reflects the values and culture of the organisation. In the ideal world this is not just a range of work space options to choose from but a really smart work environment that encourages networking and collaboration.
Enhancing the employee experience approach provides not just financially operational efficiency but an employee experience which is really fit for the future and enables an employer to differentiate themselves in driving the connection to their brand, their values, their culture.
Little things make a big difference, so it’s important to take into account what makes employees feel connected to the organisation. For young workers today it is crucial to feel good, that what they’re doing during the day is meaningful and so management need to think about that in terms of employer branding and providing an environment and amenities. You can leverage the efficiency of the workplace by providing choices and enabling integration of working life and personal preferences for the workforce which will benefit everybody.
Career management is the process of thoughtfully planning occupational progress to maximise professional growth and stability in an individual’s career. Doing this requires identifying one’s own goals and objectives. These goals may be SMART (specific, measurable, attainable, relevant and time-based) to ensure a strategic approach. This process usually begins with designing short-term goals in the initial stages of one’s career, which focus on taking action to meet the set objectives. You can then follow with planning long-term goals. When managing a career, certain adjustments in planning are sometimes necessary to accommodate changes in industry requirements or preferences.
Career planning is an intentional process involving determining career goals, understanding the opportunities and potential constraints and making decisions, while also considering their consequences and taking active steps to achieve those goals. Typically, the employee and their supervisor do this together. The employee usually requires assessing their skills and experience to better understand their strengths and areas to improve to become more proficient as a professional. They may then discuss with their supervisors about the opportunities in those areas or fields.
A career path is similar to a roadmap that lets employees know their progress opportunities within an organisation in the long term. By looking at the career expectations that are set during the planning process, employees and their supervisors can monitor and consider potential paths for the employee. As an employee may likely have several career path options available to them, companies often try to have a clear career development structure in place to encourage employees to join their organisation.
An organisation’s career development system ideally establishes these paths so that employees have specific objectives to strive for and potential role models to consult and follow. It is best to remain practical while identifying career paths in relation to the time frame required to achieve mutually set goals.
Employees may work hard at their jobs but may not always achieve their desired goals per the set expectations. This makes it important that they identify the skills or technical proficiencies necessary to progress in the career in the organisation and achieve growth. By actively participating in programmes aimed at managing one’s career and following the guidelines, employees can improve the quality of their work and become more valuable team members.
Occupational management programmes can help align employee and company goals. It encourages the employees to develop skills that help their individual growth and the company in the future. They also help improve the employees’ performance and increase output. If there is a strategic and planned approach to work, it may help ensure meeting certain standards set by the company. The occupational management process gives the management an opportunity to modify workplace structures and processes so the employees can work better and achieve mutual goals better.
While often used interchangeably, career management and career development are distinct concepts that complement each other. Career management is the overarching strategy – the “big picture” planning and decision-making process that guides your professional journey. It’s like being the architect of your career, designing the blueprint for your professional future.
Career development, on the other hand, focuses on the tactical execution of your career management plan. It involves the specific steps you take to acquire new skills, gain experience, and progress along your chosen path. This might include pursuing additional education, taking on challenging assignments, or seeking mentorship opportunities.
The relationship between these concepts is symbiotic. Your career management strategy informs which development opportunities to pursue, while your career development experiences may lead you to adjust your management strategy. Together, they create a comprehensive approach to professional growth and success.