En Ru
  • +38 (044)
  • 594
  • 30
  • 98
Levandovskaya street 5B of. 21.
Kyiv, 01010, Ukraine
map
20August
2014

Successful career management practices

HRD-Ukraine, № 8 (251), 2014

Article written by Aleksandr  Kostyna,

Senior Consultant of NRG Company

Aleksandr Kostyna, Concultant of NRG

Aleksandr Kostyna,
Concultant of NRG

In the theory of human resource management, a career is the result of conscious attitude and behavior of the person in the work related field associated with career or professional growth (Wikipedia).
Professional growth is oriented on in-depth development of skills and gaining of experience in the previously chosen specialization. Such people become specialists in a narrow field, professionals in their area.
However, most often, the concept of “career” and “career development” refers to the official growth, which involves changing the area of responsibility and fulfilling the obligations in the direction of being promoted to another job or getting a raise. In addition, to the career growth can be attributed the movement to other hierarchical level which results in gaining work experience under various conditions (picture 1).

1 eng
Recruiting as one of the ways of influencing a career, in a classical sense, is kind of like an accelerator. Let me explain why. One of the useful properties of career growth in recruiting is the professional assessment and the readiness of a specialist or manager to take the next step on the career ladder without waiting for the expected raise in the current job. This step leads to career growth in the transition period from one company to another due to a raise. It is less frequent when an employee transfers from one organization to another for the same job position (picture 2).

22 eng
Recruitment as a means of career management has an advantage over the classical raise because the Peter Principle is leveled and limits the career growth within the same company, however, provides endless opportunities for development.
Examples of good practices
Employee Olga, brand-manager of the trade organization “A”, accepts an offer as a marketing manager in a foreign trading company “B”. The influence of the rerouting on the career is as follows: the ability to assess the potential of Olga, to identify the key competencies and level of development of the candidate for the position. In the trading company “A” the move to the raise was impossible due to the restructuring of the business. In this case, the raise was given to another employee.
Employee Serghei, a designer engineer in the engineering company “A” whose job was to carry out the projects for industrial enterprises in various fields, accepts the offer to transfer to the position of a design engineer from a foreign manufacturer of packaging liquid food company “B”.
The influence of recruiting on a career is the following: we were able to find out that Serghei gained experience and knowledge in the design of lines by using liquid materials. He is interested in a subsequent study of a particular category of equipment in order to further develop professionally which is impossible with the diversity of engineering projects of the company. In this case, it is a movement.
Another example may be when a successful top manager who has managerial competence and excellent merchant skills is becoming a successful coach in a FMCG company. He is demanded because he is an expert, and can also develop and assess the skills of potential leaders and successful salespeople within a particular business.
As successful salespeople and marketers, in the pharmaceutical line of business, are people with specialized education who are fully involved in the theoretical part of production, and in practice knows how the health care system works almost thoroughly.
Recruiting often helps them cross the border from practicing medicine to doing business in medicine. Examples include medical representatives, product managers, business unit managers, clinical researchers, medical advisers and others.
Recruiting is a career management tool. One should weigh their knowledge and practical opportunities in front of qualified recruiters: they are the ones who would be able to determine your potential and competencies in order to manage your career successfully.

 

 

 

 


Go to top