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The most valuable asset of any organization is people. Still, every company has a responsibility to develop its employees, and usually, the task to provide the proper career planning is given to human resources professionals. Thereafter, the objective of the following paper is to discuss career planning and the role of the HR manager as the leader in all the processes related to the mentioned area.

First, it is important to mention that every part of the organization has a separate role in enhancing career development plans. Human resources professionals must not only support the workers in his or her career aspirations but also help them to discover their talents, so the promotion would be beneficial for the organization and the employee. The basic and the most important steps include determination of the needed training; determination of the individual's skills and capabilities; identification of the needed approaches (FFAS Human Resources, 2015).

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Regular feedback and coaching are some of the key instruments that are used by human resources leaders. Thus, coaching can only take place when the trusting bonds related to the partnership are established between co-workers. While providing coaching, it is important to take into consideration that it is a tool that helps a person to become more successful and develop the skills that would help him/her to achieve the desired target. It is not a means for solving the problem instead of the individual. Coaching can actually change the behavior of employees. Feedback is similar to coaching, but here it is important to take into consideration cultural differences as they might lead to ethical conflicts due to misunderstandings.

Mentors play a very important role in a person's development and career plans. Every mentor has relevant experience and knows the organization from the inside, so this individual can provide the knowledge, challenge, advice, counsel, and support related to organizational strategies and career opportunities. Mentorship is about development and this makes it similar to coaching. A mentor can help by giving advice related to promotion and further career opportunities, and this is done through giving a personal opinion to the protegee (Hughes, Ginnett, Curphy, 2015). In my personal career development mentor has played a very important role, as when I started working I had a very poor vision of what would be next. Thus, he has helped me to get a better insight into what the organization was doing and how I can find my own path, become successful and bring benefits to the business in general. If a mentor was transferred to a new or different position or career, I would like to state that it would be also very important to get advice from such kind of person. Even after retirement, mentors still carry knowledge that cannot be replaced.

Setting the goal of my career potential sights is very important as setting the performance targets that are clear and developing plans to achieve them, makes career planning a structured process. Goals are the determinants of the task behaviors, as they mobilize efforts, direct attention, and look into achievement strategies development. All this helps to reach the desired objectives. Goal commitment is critical, while the task must be specific and challenging, so the person would do his/her best to reach the aim (Hughes, Ginnett, Curphy, 2015).

In conclusion, it is important to mention that any career planning process would include challenges that the person has to overcome to reach the desired target. Thus, such tools as coaching, feedback, mentoring, and others can help. Moreover, the development of the proper training programs and getting knowledge of new processes and skills are other integral parts of career planning.

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