CAREER DEVELOPMENT – THE INDIVIDUAL PROGRESS PLAN PROCESS

Florin Enache
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Florin Enache: University of Craiova Faculty of Economics and Business Administration Craiova, Romania

Revista Tinerilor Economisti (The Young Economists Journal), 2012, vol. 1, issue 18, 141-148

Abstract: The correlation between human resource planning and career development closely links those factors within an organization focused on meeting the targets established, and getting control of important market shares. The organizations develop career development strategies because establishing the development policy of an organization is impossible without developing the employees’ careers. Both theory and practice in human resources management, as A. Manolescu observed in “Human Resources”, reveal that the development of new career values and requirements has led to the tendency to leave an ever greater margin for individual choice, while employees tend to show some restraint with respect to their career being planned by others. We believe that employees naturally pass the options through the filter of their own personalities, choosing the “routes” for their own careers, and adopting those choices that are the most suitable. Arguably, career planning promotes freedom of choice in career options by employees, which is achieved by adapting / generating open systems, through which employees can choose different types of jobs / posts, or select the type of training programmes for career achievement

Keywords: Individual progress plan; career goals / objectives; professional competences / attitudes. (search for similar items in EconPapers)
JEL-codes: M52 M53 (search for similar items in EconPapers)
Date: 2012
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Persistent link: https://EconPapers.repec.org/RePEc:aio:rteyej:v:1:y:2012:i:18:p:141-148

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