netrashetty
Netra Shetty
Biomet, Inc. is a medical device manufacturer located in Warsaw, Indiana. The company specializes in reconstructive products for hips, knees and shoulders, fixation devices, orthopedic support devices, dental implants, spinal implants and operating room supplies.
SHRM is regarded as the reconciliation of HR practices and its determinants from a strategic context. SHRM does not limit itself on putting human resource at the heart of the business. SHRM, rather, is a holistic approach that builds on the human asset and the relationship between them and among them as value-adding factors. As SHRM aims for continued subsistence of any organisation, it is only plausible to investigate and analyse how internal human problems could affect such the survivability of that organisation
Personnel activities like screening, training, and appraising serve two basic roles in organizations. First, their traditional role has been to staff the organization-to fill its positions with employees who have the requisite interests, abilities, and skills. Increasingly, however, these activities are taking on a second role of ensuring that the long-run interests of the employees are protected by the organization and that, in particular, the employee is encouraged to grow and realize his or her full potential.
Activities like personnel planning, screening, and training play a big role in the career development process. Personnel planning for example can be used not just to forecast open jobs but to identify potential internal candidates and the training they would need to fill these jobs.
Similarly, an organization can use its periodic employee appraisals not just for salary decisions but for identifying the development needs of individual employees and ensuring that these needs are met. All the staffing activities, in other words, can be used to satisfy the needs of both the organization and the individual in such a way that they both gain: from improved performance, from a more committed work force and the employee from a richer, a more challenging career.
Roles in Career Development:
The individual, the manager, and the organization all have roles in the individual’s career development. Ultimately it is the
(1) Individual who must accept responsibility for his or her own career, assess interests, skills, and values; seek out career information and resources; and generally take those steps that must be taken to ensure a happy and fulfilling career. Within the organization the
(2) Individual’s manager plays a role, too. The manger should provide timely and objective performance feedback, offer development discussions, for instance. The manager acts as a coach, appraiser, advisor, and referral agent, for instance, listening to and clarifying the individual’s career plans, giving feedback, generating career options, and linking the employee to organizational resources and career options.
(3) The employer plays a career development role. For example, it should provide career-oriented training and development opportunities, offer career information and career programs, and give employees a variety of career options. Ultimately, as we’ll see, employers need not and should not provide such career-oriented activities purely out of altruism. Most employees will ultimately grade their employers on the extent to which the organization allowed them to become the people they believed they had the potential to become. And that will help determine their commitment to their employers and their overall job satisfaction.
Here are a few tips on how to go about developing a career management program
Career management services are designed to help both organizations and retained employees effectively handle career challenges.
Factors that affect career choices
• Career Management - responsibilities of the individual himself
Steps in planning a career for us:
(1) The first step in planning a career for yourself or someone else is to learn as much as possible about the person’s interests, aptitudes, and skills.
(2) Identify the person’s career stage
Each person’s career goes though stages, and the stage you are in will influence your knowledge of and preference for various occupations.
(3) Identify occupational orientation
Career-counseling expert John Holland says that a person’s personality (including values, motives, and needs) is another important determinant of career choices. For example, a person with a strong social orientation might be attracted to careers that entail interpersonal rather than intellectual or physical activities and to occupations such as social work.
(4) Identify skills
Successful performance depends not just on motivation but on ability too. You may have a conventional orientation, but whether you have the skills to be an accountant, banker, or credit manager will largely determine which specific occupation you ultimately choose. Therefore, you have to identify your/employee skills.
(5) What Do You Want to Do ?
We have explained occupational orientations, skills, and the role these play in choosing a career. But there is at least one more exercise you should try that can prove enlightening. Answer the question: ‘If you could have any kind of job, what would it be ?’ Invent your own job if need be, and don’t worry about what you can do-just what you want to do.
(6) Identify High-Potential Occupations
Learning about yourself is only half the job of choosing an occupation. You also have to identify those occupations that are right (given your occupational orientations, skills, career anchors, and occupational preferences) as well as those that will be in high demand in the years to come.
SHRM is regarded as the reconciliation of HR practices and its determinants from a strategic context. SHRM does not limit itself on putting human resource at the heart of the business. SHRM, rather, is a holistic approach that builds on the human asset and the relationship between them and among them as value-adding factors. As SHRM aims for continued subsistence of any organisation, it is only plausible to investigate and analyse how internal human problems could affect such the survivability of that organisation
Personnel activities like screening, training, and appraising serve two basic roles in organizations. First, their traditional role has been to staff the organization-to fill its positions with employees who have the requisite interests, abilities, and skills. Increasingly, however, these activities are taking on a second role of ensuring that the long-run interests of the employees are protected by the organization and that, in particular, the employee is encouraged to grow and realize his or her full potential.
Activities like personnel planning, screening, and training play a big role in the career development process. Personnel planning for example can be used not just to forecast open jobs but to identify potential internal candidates and the training they would need to fill these jobs.
Similarly, an organization can use its periodic employee appraisals not just for salary decisions but for identifying the development needs of individual employees and ensuring that these needs are met. All the staffing activities, in other words, can be used to satisfy the needs of both the organization and the individual in such a way that they both gain: from improved performance, from a more committed work force and the employee from a richer, a more challenging career.
Roles in Career Development:
The individual, the manager, and the organization all have roles in the individual’s career development. Ultimately it is the
(1) Individual who must accept responsibility for his or her own career, assess interests, skills, and values; seek out career information and resources; and generally take those steps that must be taken to ensure a happy and fulfilling career. Within the organization the
(2) Individual’s manager plays a role, too. The manger should provide timely and objective performance feedback, offer development discussions, for instance. The manager acts as a coach, appraiser, advisor, and referral agent, for instance, listening to and clarifying the individual’s career plans, giving feedback, generating career options, and linking the employee to organizational resources and career options.
(3) The employer plays a career development role. For example, it should provide career-oriented training and development opportunities, offer career information and career programs, and give employees a variety of career options. Ultimately, as we’ll see, employers need not and should not provide such career-oriented activities purely out of altruism. Most employees will ultimately grade their employers on the extent to which the organization allowed them to become the people they believed they had the potential to become. And that will help determine their commitment to their employers and their overall job satisfaction.
Here are a few tips on how to go about developing a career management program
Career management services are designed to help both organizations and retained employees effectively handle career challenges.
Factors that affect career choices
• Career Management - responsibilities of the individual himself
Steps in planning a career for us:
(1) The first step in planning a career for yourself or someone else is to learn as much as possible about the person’s interests, aptitudes, and skills.
(2) Identify the person’s career stage
Each person’s career goes though stages, and the stage you are in will influence your knowledge of and preference for various occupations.
(3) Identify occupational orientation
Career-counseling expert John Holland says that a person’s personality (including values, motives, and needs) is another important determinant of career choices. For example, a person with a strong social orientation might be attracted to careers that entail interpersonal rather than intellectual or physical activities and to occupations such as social work.
(4) Identify skills
Successful performance depends not just on motivation but on ability too. You may have a conventional orientation, but whether you have the skills to be an accountant, banker, or credit manager will largely determine which specific occupation you ultimately choose. Therefore, you have to identify your/employee skills.
(5) What Do You Want to Do ?
We have explained occupational orientations, skills, and the role these play in choosing a career. But there is at least one more exercise you should try that can prove enlightening. Answer the question: ‘If you could have any kind of job, what would it be ?’ Invent your own job if need be, and don’t worry about what you can do-just what you want to do.
(6) Identify High-Potential Occupations
Learning about yourself is only half the job of choosing an occupation. You also have to identify those occupations that are right (given your occupational orientations, skills, career anchors, and occupational preferences) as well as those that will be in high demand in the years to come.
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