Human resource management is a fundamental process in personal planning resources within the organization and is used with the help of certain developments programs.
The main objectives of human resource management are: Promoting job development policy, depending on the type of work done by staff and, in particular, of individual and organizational needs. Addressing the specific needs of the organization and increasing creative capacity aa beautiful picture of it.
Identifying and completing highly skilled and professional staff, of organizational progress. Specify other building development plans, including special projects potential employees but not included in decision-making structures. Supporting employees who claim immunizations, indifference, or deprivation inspiration.
Developing a professional career is considered a way to address both applications for employees and the organization, as opposed to the old strategies of dealing with the institution only requirements. The purpose of job development, therefore, is to provide individualized training their personal well-being, and the prosperity of the organizations of which they are a part. Bang Sensitivity by saying that career is a process of planned development that goes backwards
Lifetime:
Career selection is a process that lasts from the first 4-5 years of life until late
Maturity.
The process of instability. Consensus is a crucial factor in each choice. Super Theory is based on the following: One has to consider each difference in skills, interests, and personality. For each of us there are many forces that allow us to gain the ability of many crafts or professions. Can be acquired by interests and ‘skills’ inventory. Professional options and qualifications change over time, making choices work process is ongoing. Work is a way of life. Adequate job and personal adjustment life. To be successful, a person must go through three stages:
- The practice phase involves the establishment of a professional type of work the person who wants it and the steps that need to be taken to achieve the goals; in this section guidance for each specialist is required as well as turning to it various sources of information.
- The development phase consists of actions taken to create and improve the necessary qualifications for potential job opportunities; this can be done through mentoring programs, job changes, training programs.
- An assessment phase that includes activities related to self-assessment and self-assessment testing of others; the purpose of this section is to identify human strengths and weaknesses. The most important part of job management is scheduling development work.
This is inextricably linked to human resource planning. Human resource planning and development in an organization is a process of evaluation development opportunities within the organization and the process of setting goals and programs for practicing professionalism, a process that is implemented by evaluating applications for organization and interests and skills of employees, with support and acts of reconciliation.
The specification of the actual work plan brings many benefits both the company, and all employees. Focusing on ensuring the development of staff work dictates the following company benefits: the best employees in the company are attractive and reserved. Costs related to staff flexibility are reduced.
Method, Research Description
The specification of the questionnaire represents the ongoing work and is highly dependent on its object of investigation. The questions asked should be easy to understand, close to the language of respondents, in order to provide an opportunity to express dependable, easily accessible answers.
Attitude scale questions that point to, measure the intensity and strength of the action with the help of scales, they are expressed figuratively, numerically, or non-numerically, degree that an object or thing has a feature or property. Scales can be constructed as visible instruments, such as those for measuring weight (weight type of scale) or length (type of ruler) or as information data tools to evaluate attitudes, preferences, images, or other behavioral skills of subjects.
The work of making scales is called measuring, and in defining the scales one has to take it account two important requirements: scale comprehension and its ability to establish the difference between the degree of tension of a building, an object or event research has been done. A checklist of job reviews provides a complete picture of job aspirations as well the way he understands professional development.
Using a task checklist helps the organization know the concept of the employee has reached the level of development of his or her job up to the time of assessment, but also, to know the level of satisfaction associated with the professional work done by employee up to that point. Also, factors that can contribute to job development from an individual perspective, projects, and future expert opinions job, job loyalty level, job awareness level his level of professional training, features that can inspire individuals can be identified and, most importantly, one can see the level at which there is a connection between the expectations and aspirations of the interviewees and the purpose and company opportunities.
Problem Description
Organizational planning is done by the department or person in charge employees in the company, considering the needs and opportunities of the company organization.
The most appropriate development strategies, plans and programs for the development of human resources within the company are accepted. Many employees regularly review their work his qualities and interests. This analysis leads to the definition of career objectives.
Self-examination is a necessary start. Self-examination should be completed by periodic performance appraisal, aimed at ensuring his or her promotion the strength and scope of the achievement of pre-established goals. In that case, one could say that the manager’s Assess the validity of development goals and needs expressed by employees related to their work.
- Challenge employees’ interest related to their work in the organization.
- Provides information related to current positions in the company, and ideas for individual departmental promotions and organizational position.
- Identifies, based on well-defined criteria, candidates for the post; o Provides training opportunities for promotion (professional training courses, job rotation).
- Develops human resource development plans.
- Provides the necessary support for the implementation of these plans.
Conclusion.
Career development involves a variety of tasks, especially those performed by employees Human Resources departments, but also individual individuals. The process involves human evolution by a sequence of activities, degrees, and levels training. This cannot be accomplished in an instant. Everyone must try to develop their own jobs.
They must change according to their work plans and they, too, contain short, medium, and long sections. Staff guidelines, staff counselors they must develop a meaningful role and the work they do must be focused on the individual it is possible.
They must treat their assigned staff well and participate in the activities required because of each specialist skills assessment process, required development opportunities for those in charge of their work. Such interventions include – no doubt about it – both professional training courses and sessions temporary transfer relocation, for the purpose of gaining more information. Job development is a process of managing work and refers to the evolution of man, depending on its needs and function, its strengths, and its desires.
Career development is important for the individual and the institution. Work development always depends on the needs of the organization. However, we must admit that the needs of the institution will only be considered if the needs of the individual are met.
Work planning should consider the following: Members of the organization must be respected as unique people needs, desires, and abilities. At the individual level, people are encouraged by the center that answers their questions their desires and needs. Members of the organization can progress in terms of jobs, can change, and monitor new directions, as long as they are provided with the right opportunities to direct.