What is included in the career management system?

Reproduced the following information for reference

Career management is one of the important contents of human resource management in modern enterprises, is a series of activities to help employees to develop career planning and help their career development.

Career management mainly includes two kinds:

One is organizational career management, which refers to a series of management methods implemented by the organization aimed at developing the potential of the employees, retaining them and enabling them to achieve self-fulfillment.

The second is self-career management, which refers to a series of variables comprising career development plans, career strategies, career entry, career change and career position of social actors throughout the career life cycle (from entry to exit from the labor market).

Career management content

Career paths

Career paths are management programs designed by an organization for internal employees' self-awareness, growth and advancement. Career paths help employees understand themselves while enabling the organization to grasp the employee's career needs in order to remove barriers and help employees meet their needs. In addition, career paths influence the career development of employees by helping them to be competent in their jobs, establishing different conditions and procedures for promotion within the organization, and making their career goals and plans conducive to meeting the needs of the organization. Career path design indicates the possible development direction and development opportunities for employees in the organization, and each employee in the organization may change jobs along the development path of the organization. A good career path design on the one hand is conducive to the organization to absorb and retain the best employees, on the other hand, can stimulate the interest of the employees, tap the potential of the employees at work. Therefore, career path design is very important for organizations. The following mainly introduces four kinds of career path design, traditional career path, behavioral career path, lateral technology path and dual career path.

1. Traditional Career Paths

The so-called traditional career paths are a kind of development model based on the actual development paths of the employees in the organization in the past.

2. Behavioral career paths

Behavioral career paths are career paths designed on the basis of an analysis of the behavioral needs of each job.

3. Lateral Career Paths

Organizations also often use lateral transfers to bring variety to the workplace, so that employees are refreshed and challenged. Although there are no pay raises or promotions, employees can increase their value to the organization and give themselves a new lease on life.

4. Dual Career Paths

Dual career paths are mainly used to address the problem of having specialized skills in a particular field, neither expecting to specialize for a long period of time in one's field of practice nor leaving one's field of specialization as one's career progresses.

Career choice

Practical aptitudes, with which people are attracted to occupations that involve physical activity and require a certain amount of skill, strength, and coordination to undertake. Examples of these occupations are: foresters, cultivators, and farmers.

Investigative aptitude, people with this aptitude are attracted to occupations that involve more cognitive activities (thinking, organizing, understanding, etc.) than those that are primarily perceptual (feeling, reacting, or interpersonal communication, and emotions, etc.). Examples of such occupations are: biologists, chemists, and college professors.

Social aptitudes, in which people are attracted to occupations that involve a great deal of interpersonal interaction rather than a great deal of intellectual or physical activity. Examples of such occupations are: clinic psychologists, diplomats, and social workers.

Conventional aptitudes, in which people are attracted to occupations that involve a great deal of structured and regular activity, where the needs of the individual employee are subordinated to the needs of the organization. Examples of such occupations are accounting and banking.

The entrepreneurial orientation, in which people are attracted to occupations that involve a great deal of linguistic activity aimed at influencing others. Examples of such professions are: executives, lawyers, and public relations managers.

Artistic aptitude, people with this aptitude are attracted to occupations that involve a great deal of self-expression, artistic creativity, emotional expression, and personalization. Examples of such occupations are: artists, advertising producers, and musicians.

The Work-Family Connection

1. Employees in an organization are experiencing family life in addition to their professional life

Families have a great significance for the employees themselves, and they also have many influences on their professional lives. Work-family balance program is the organization to help employees understand and correctly view the relationship between family and work, reconcile career and family conflicts, and ease the work-family relations due to an imbalance in the stress caused by the employee's program.

2. The purpose of the work-family program is to help employees find a balance between work and family needs

To achieve this purpose, the organization must understand that the purpose of the family program is to help employees find a balance between work and family needs. To do this, the organization must understand the needs of the family at all stages, the impact of the work situation on family life, and then provide appropriate assistance to the employee.

3. The understanding of family needs can be referred to the theory of family development cycle

Generally speaking, the main problem of single adults is to find a spouse and decide whether to get married and start a family. In the early years of marriage, adjusting to life with two people, deciding whether or not to have children, and making a long-term commitment to the form and financial requirements of the family become priorities. After the birth of children, the experience of parenthood and the responsibility for their upbringing and education become a priority. And again, the need to provide food, clothing and financial care for one's parents begins. Some of these needs create stress that affects the employee's mood and allocation of energy at work, while others create strong career-related needs and work motivation, which ultimately affects the employee's level of engagement at work.

(4) Career Counseling

The meaning of career counseling is to help dismissed employees find a suitable job, or to choose a new career, and at the same time provide them with a portion of the financial assistance to help them through the career transition period.