What has happened to careers To what extent can and should HRM be a Dissertation

What has happened to careers To what extent can and should HRM be a part of career management - Dissertation Example Since the world is changing at a rapid pace, the economic, cultural, political and technological changes have an immense impact upon the world of work. Moreover, due to uncertainties that accompany with them, these changes can have an adverse effect on the career and lives of the people.In the present competitive era, careers have become too challenging than they used to be. This means that an attempt has to be made to manage the careers. The term career can be defined as the sequence of the job related roles and positions, activities and experiences that are encountered by the person (Anderson & Et. Al., 2002). The major objective of the proposed study is related to the career management. The study will try to focus on the research questions which would look to address the existing scenario regarding careers along with to what extent HRM (Human Resource Management) can or should be a part of career management. Through this proposed research paper it is intended to identify the role of the HRM in career management. Various steps of career management process involve career exploration, development of the career goals and the use of various strategies in order to achieve the career goals. The question that now arises is whether the career management is related to the employee’s development and the performance. For this purpose the relationship that exists among the different aspects of the career management steps as well as the development behaviour of the employee need to be gauged. In this regards, the employees can provide information by considering their personal characteristics, career management strategies, the support of their managers for the career development and their willingness to participate in the development activities. On the other hand, the managers can appraise the performance of the employees and the development behaviour. In this regard, it can be identified that the managers support development. Distance from career goals brings about significant differences in the willingness of the employees to participate in the development activities along with development behaviour (Noe, 1996). It has been argued by the authors and the researchers that the career management programs in formal organisations are part of the firms’ overall human resource strategies. The career management programs are adopted by the organisation in a belief that the performance of the individuals will be enhanced and it will increase the employee’s commitment. If the career management systems are implemented without enough preparation of the organisation, then it might result to ineffective and misleading programs. If the organisation is involved in the individual’s career planning activities, then it might help to reduce the uncertainty that the employees face. It will also assist them in planning and help them in yielding positive results for the organisations (Portwood, 1987). With regards to the question about the exist ing scenario regarding careers, it can be denoted that there has been little changes in the world of work and the career of the people. Support for changing the focus upon the career stems from the psychologically grounded ideas about people as sculptors of their own careers. It also comes from the fact that the person themselves are the creator of the personal meaning in their lives (Arthur & Et. Al., 1999). The HRM systems of the organisation that would include the workforce planning and staffing procedures, career management and the training and development efforts have to be consistent with the strategic plans of the firms. If the objective of the company is to downsize and shed the business, then in that case the HRM system and the related career programs will be concerned