https://doi.org/10.59132/vviz/2017/2/15-29
Povzetek
Nova kariera je proces, ki ga vodi oseba sama, ne organizacija. Sestavljena je iz vseh njenih različnih izkušenj na področju izobraževanja, usposabljanja, dela v različnih organizacijah, sprememb na poklicnem področju itd. Vsaka nova kariera posameznika se ne odvija nujno v isti organizaciji, kot se je predhodna. Posameznik si želi lastne poklicne izbire ter iskanje samouresnicenja, ko poenoti in poveže elemente svojih sposobnosti in posebnosti, ki vplivajo na njegovo življenje. Merilo za uspeh je notranji (psihološki) in ne zunanji uspeh. Karierna pot je zaporedje kariernih dogodkov. Razteza se skozi celotno posameznikovo delovno obdobje. Kar se zgodi v enem letu ali ob enem od dogodkov, je le majhen košček mozaika na bogati karierni poti. Uspešnost kariere je odvisna od posameznika. Ker bo nova kariera pomenila vse bolj stalen proces učenja, bodo osebe, ki se učijo, vse bolj razvijale lastna znanja in bodo bolj prilagodljive. Začetek zanimanja za zaposlene in proučevanje njihovega vedenja sta tesno povezana s povečevanjem organizacijske učinkovitosti in uspešnosti, s tem, kaj ljudje delajo v organizaciji in kako to vedenje vpliva na njeno uspešnost. Strateški pomen pridobivajo kadrovski viri; človek s svojimi zmožnostmi je postal najpomembnejši vir in zaposleni so najpomembnejše premoženje, ki ga ima organizacija. V bistvu gre za povezovanje razvoja zaposlenih s strateškim vodenjem organizacije. Proces kariernega menedžmenta je mogoče natančneje opredeliti kot karierni samomenedžment, ki je sestavljen iz strategije individualnega vedenja (karierno izboljšanje položaja, učenje novih spretnosti) ali skupnih ukrepov v sodelovanju z drugo osebo (npr. mentorski odnos, sodelovanje v kariernem svetovanju), vedenj, ki zagotavljajo pozitivne vplive (npr. samopromocija). Vsak posameznik stremi k rasti, k osebnemu razvoju. Svoj osebni razvoj vsakdo načrtuje zase. Da bi dosegel zastavljeni cilj rasti, si naredi tudi načrt, s katerim ga bo dosegel.
Abstract
The Essence of Career Contemplation in the 21st Century
A new career is a process led by the individuals themselves, not their organisation. It consists of all the different experiences of a given person in the area of education and training, their work within various organisations, changes in the professional field, etc. For the individual, each new career does not necessarily evolve within the same organisation as the previous one. Individuals strive to make their own professional choices and pursue self-realisation, as they coordinate and correlate the elements of their personal abilities and peculiarities that influence their life. The measure of success is the internal (psychological) rather than external success. A career path is a sequence of career events. It extends over the entire working period of the person. Whatever happens in a year or during one of the events is just a tiny piece in the mosaic of a rich career path. The success of a career depends on the individual. Since the new kind of career implies a more continuous process of learning, the learning individuals will develop their own knowledge and skills more and more and become more adaptable. The beginnings of an increased interest in employees and the study of their behaviours are closely interlinked to improving organisational efficiency and performance, to what people in the organisation do and how this influences organisational performance. Human resources are gaining strategic importance; people and their personal abilities, have become the paramount resource and the employees the most important capital the organisation has. Essentially, it is about connecting employee development to the strategic leadership of the organisation. The process of career management can be defined more precisely as career self management, which includes a strategy of individual behaviour (career improvement of the situation, learning new skills) or joint actions in cooperation with another person (e.g. mentoring relationship, cooperation in career counselling), behaviours that ensure positive impact (e.g. self-promotion). Everyone plans their personal development for themselves. In order to reach the set growth goal, they also devise a plan based on which they achieve it.