TOPIC TWELVE

CAREER MANAGEMENT
ObjectiveS: By the end of the topic the learner should be able
a) To appreciate the role of career management in organizations
b) To explain the concept of career management.
c) To appreciate the role of management in succession planning.
d) To understand the influence of employees‟ choice of career on organizational
effectiveness.
Career management consists of the processes of Career planning and Management succession.
Career planning shapes the progression of individuals within the organization in accordance with
organizational needs, the potential / preferences of the employees of the organization.
Management Succession planning takes place to ensure that as far as possible, the organization
has the managers it requires to meet future business needs.
Career Planning
Career planning is the key process in career management It uses all the information provided by
the organizations assessment of requirements, the assessments of performance and potential and
the management succession plans and translates it in the form of individual career development
programs and general arrangements for management development, career counseling, mentoring
and management training.
Career planning techniques
Career planning uses all the information generated by the succession plans, performance, and
potential assessments and self-assessments to develop programs and procedures which are
designed to implement career management policies, achieve succession planning objectives and
generally improve motivation, commitment and performance. The procedures used are those
concerned with:-
 Personal development planning
 Training and Management development
 Mentoring
 Career counseling
Management Succession Planning
The aim of succession planning is to ensure that, as far as possible, suitable managers are
available to fill vacancies creates by promotion, retirement, death, leaving or transfer. It also
aims to ensure that a cadre of managers is available to fill the new appointments that may be
established in future. The information for management succession planning comes from
organization reviews and demand and supply forecasts. The succession plans will be influenced
by the career dynamics of the organization and also by the performance and potential
assessments, which provide information on who is ready now and in future to fill projected
vacancies. The information needs to be recorded so that decisions can be made on promotions
and replacements and training or additional experience arranged for those with potential or who
are earmarked for promotion. The information is recorded on a simple management succession
schedule. A computerized personnel information system can with the help of competence
modeling techniques, store inventories of the skills, competences and experience of individual
employees together with records of their performance and potential assessments. Lists of
attributes for key jobs can also be stored, and this information can be linked to other data to
provide guidance on who is available to fill present or future vacancies and on any career plans
needed to ensure that potential is realized.
The Role of a Counselor in the Management of an Employee’s Career
1) Assists in assessment of personal potentials and abilities.
2) Assists in charting personal career paths and setting clear goals and objectives.
3) Coaching and mentoring to develop the employee on the job.
4) Guiding the self development of the employee.
5) Assisting in self assessment and identification of development needs against set targets
etc.
 A counselor can help an individual who is not meeting the targets set by the organization
through identification of his or her aspirations and help in meeting the organizations
expectations.
 A counselor would identify the potentials in employees which have not been fullyutilized
and help the employee self actualize.
 A career counselor will advise the organization to develop organizational structures
 that provide promotion opportunities for employees after acquisition of the necessary
qualifications.
 A counselor would be a source of encouragement to an employee towards a certain
career. This is especially when the employee is in a dilemma whether to give up a certain
profession and start another due to frustrations within the job.
Factors that Influence the Individuals Choice of a Career
1) Personal interest in a certain field.
2) Availability of employment opportunities in the career field- an individual may choose a
career out of opportunities that arose at the time when they completed school. Some
courses have a high demand for employees thus students choose those courses while at
the university.
3) Personal qualifications and skills based on training.
4) Circumstances prevailing in somebody‟s life e.g family, health etc – An individual
maybe influenced by the parents into a particular career depending on how successful
they are within the same career. It is through the belief that since they have succeeded in
a particular career their children must change.
5) Societal and Community practice and customs e.g where there is restriction on some
opportunities based on age, sex etc.
 6) Prospects of Promotions and upward Mobility – An individual may pursue a particular
career due to ease with which one would rise through the ladder without facing many
hurdles. Eg.
7) Social Status – An individual might decide to pursue a particular course due to the desire
to attain certain social status, eg. Accountancy or Medicine.
8) Peer Influence and Personal ambitions.
9) Economic Status – Individuals may pursue certain courses because they have high
demand or are well paying. This will help them maintain certain economic status similar
to those in the career.
Review Questions
1. Explain why a counselor is considered to be very important in employees‟ choice of a career.
2. Discuss the reasons that makes individuals to pursue a career of their chice
3. Analyze the importance of career management in employee motivation.
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