Career Development – The Individual Progress Plan Process
AbstractThe 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
Download InfoIf you experience problems downloading a file, check if you have the proper application to view it first. In case of further problems read the IDEAS help page. Note that these files are not on the IDEAS site. Please be patient as the files may be large.
Bibliographic InfoArticle provided by University of Craiova, Faculty of Economics and Business Administration in its journal Revista Tinerior Economisti(The Young Economists Journal).
Volume (Year): 1 (2012)
Issue (Month): 18 (April)
Individual progress plan; career goals / objectives; professional competences / attitudes.;
Find related papers by JEL classification:
- M52 - Business Administration and Business Economics; Marketing; Accounting - - Personnel Economics - - - Compensation and Compensation Methods and Their Effects
- M53 - Business Administration and Business Economics; Marketing; Accounting - - Personnel Economics - - - Training
You can help add them by filling out this form.
reading list or among the top items on IDEAS.Access and download statisticsgeneral information about how to correct material in RePEc.
For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: (Ionascu Costel).
If you have authored this item and are not yet registered with RePEc, we encourage you to do it here. This allows to link your profile to this item. It also allows you to accept potential citations to this item that we are uncertain about.
If references are entirely missing, you can add them using this form.
If the full references list an item that is present in RePEc, but the system did not link to it, you can help with this form.
If you know of missing items citing this one, you can help us creating those links by adding the relevant references in the same way as above, for each refering item. If you are a registered author of this item, you may also want to check the "citations" tab in your profile, as there may be some citations waiting for confirmation.
Please note that corrections may take a couple of weeks to filter through the various RePEc services.