Efficient management is valuable resource of an organization or a country. Management Development has long term goal. Development activities is not limited to implement of work for increasing extra experience. Its purpose is to increase of managers attitude, qualification, ability, personality, knowledge and work efficiency for performing particular works at present and future. Management Development is not help the managers only to perform current activities efficiently, it also help the managers to perform the work which to be done in future. It also protect the manager to be professional obsolescence. Career development is important to us all. We know that people sometimes have difficulties achieving their career goals. This reflects the new and unexpected complexities that managers must now confront in their efforts to mobilize and manage their employees. Every employee would jump at the chance for a promotion, that competent people will somehow emerge within the organization to fill arising vacancies, and that a valuable employee will always be a valuable employee are no longer true. We are becoming increasingly aware of the different needs and aspirations of employees. If HRM representatives are to be assured that they will have competent and motivated people to fill the organization’s future needs, they should be increasingly concerned with matching the career needs of employees with the requirements of the organization.
Career development programs were designed to assist employees in advancing their work lives. Downsizing, restructuring, work process engineering, globalization, contingent workers, and so forth have drawn us to one significant conclusion about managing careers. You should take advantage of the shared responsibility toward your career development.
Ricky W. Griffin:
Development refers to teaching managers and professionals the skill needed for both present and future jobs.
Gary Dessler:
Any attempt to improve current or future management performance by imparting knowledge, changing attitude or increasing skills.
Therefore, management development is a systematic process of training and growth by which individuals gain and apply knowledge skills insights attitudes to manage work of organizations effectively.
3. What is Career?
We will define career as ‘the pattern of work-related experiences that span the course of a person’s life Any work, paid or un-paid, pursued over an extended period of time, can constitution a career. In addition to formal job work, careers can include homemaking, or volunteer work. Furthermore, career success is defined not only objectively, in terms of promotion, but also subjectively, in terms of satisfaction.
4. Both the organization and individuals are focusing
1. Individual vs Organizational Perspective:
Careers takes on a very different orientation depending on whether it is viewed from the perspective of the organization or of the individual Career development involves tracking career paths and developing career ladders. Human resource management seeks information to direct and to monitor the progress of special groups of employees, and to ensure that capable professional, managerial and technical talent will be available to meet the organization’s needs Career development from the organization s perspective is also called organizational career planning.
Individual career development, or career planning, focuses On assisting individuals to identify their major goals and to determine what they need to do to achieve these goals. Organizational career development looks at individuals filling the needs of the organization, individual career development addresses each individual’s personal work career and other lifestyle issues Career aspirations can he best achieved outside he employing organization. Employee expectations today are different from employee expectations a generation age. Sex-role stereotypes are crumbling as people are less retracted by gender-specific occupations.
2. Career Development vs Employee Development:
Career development looks at the long-term career effectiveness and success of organizational personnel. Employee training and development should be compatible with an individual’s career development in the organization. But a successful career program in attempting to match individual abilities and aspirations with the needs of the organization should develop people for the long-term needs of the organization and address the dynamic hangs that will take place over time.
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Career development programs were designed to assist employees in advancing their work lives. Downsizing, restructuring, work process engineering, globalization, contingent workers, and so forth have drawn us to one significant conclusion about managing careers. You should take advantage of the shared responsibility toward your career development.
Ricky W. Griffin:
Development refers to teaching managers and professionals the skill needed for both present and future jobs.
Gary Dessler:
Any attempt to improve current or future management performance by imparting knowledge, changing attitude or increasing skills.
Therefore, management development is a systematic process of training and growth by which individuals gain and apply knowledge skills insights attitudes to manage work of organizations effectively.
3. What is Career?
We will define career as ‘the pattern of work-related experiences that span the course of a person’s life Any work, paid or un-paid, pursued over an extended period of time, can constitution a career. In addition to formal job work, careers can include homemaking, or volunteer work. Furthermore, career success is defined not only objectively, in terms of promotion, but also subjectively, in terms of satisfaction.
4. Both the organization and individuals are focusing
1. Individual vs Organizational Perspective:
Careers takes on a very different orientation depending on whether it is viewed from the perspective of the organization or of the individual Career development involves tracking career paths and developing career ladders. Human resource management seeks information to direct and to monitor the progress of special groups of employees, and to ensure that capable professional, managerial and technical talent will be available to meet the organization’s needs Career development from the organization s perspective is also called organizational career planning.
Individual career development, or career planning, focuses On assisting individuals to identify their major goals and to determine what they need to do to achieve these goals. Organizational career development looks at individuals filling the needs of the organization, individual career development addresses each individual’s personal work career and other lifestyle issues Career aspirations can he best achieved outside he employing organization. Employee expectations today are different from employee expectations a generation age. Sex-role stereotypes are crumbling as people are less retracted by gender-specific occupations.
2. Career Development vs Employee Development:
Career development looks at the long-term career effectiveness and success of organizational personnel. Employee training and development should be compatible with an individual’s career development in the organization. But a successful career program in attempting to match individual abilities and aspirations with the needs of the organization should develop people for the long-term needs of the organization and address the dynamic hangs that will take place over time.
DOWNLOAD FULL
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