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Employees 'need better career management support'

 
HR News |  24/11/2011
Employees 'need better career management support'Too many businesses and organisations are failing to provide employees with the career management support they require, it has been claimed.

The Chartered Institute of Personnel and Development (CIPD) says effective career management has a significant role to play in building organisational capability.

However, the body said that all too often responsibility for career support is delegated to line managers, who lack the skills needed to provide an effective employee service.

According to CIPD, businesses are missing a trick here. The institute believes that enabling people to feel positive about their career options can help improve employee engagement and overall organisational performance.

"As responsibility for career management largely rests in a partnership between the individual and their line manager, training to deliver effective career support is vital," CIPD stated.

"Equipping people in organisations with the skills and knowledge to meet both present and future challenges is also important in building organisational capability to drive sustainable performance."

Angela Baron, organisational development and engagement adviser at CIPD, commented that economic uncertainty and rising unemployment have serious implications for all, particularly the young.

She added that many managers believe young people lack the necessary workplace skills and employability traits required by organisations today.

"However our evidence suggests that young people are willing to develop their skills and put more emphasis on accessing career opportunities than many managers believe," Ms Baron said.

"People's focus on the top three priorities; salary level, career advancement and work/life balance, highlight the real value of good career management."

But Ms Baron said most individuals do not believe they are supported by their employer to manage their career and rely heavily on informal networks such as friends and family for career advice.

"This can lead to negative perceptions about career opportunities, unrealistic expectations and even disengagement," she added.

Ms Baron offered the view that job security, linked to an interesting, challenging job with access to career opportunities and a supportive line manager provides the basis for an engaged and productive workforce.

"Given that maintaining employability is one way to combat insecurity and drive engagement, the case for taking career management seriously should be clear to see," she added.

Posted by John Lynes

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