IMPACT OF CAREER MANAGEMENT ON ORGANIZATIONAL PERFORMANCE
- Project Research
- 1-5 Chapters
- Quantitative
- Chi-Square
- Abstract : Available
- Table of Content: Available
- Reference Style: APA
- Recommended for : Student Researchers
- NGN 3000
Background Of Study
The imperative of modern human resources practice articulates an integrated approach to manpower planning and administration as a corporate survival strategy. Career management as part of a larger human resource system must ensure that business objectives are acted and delivered to acceptable standards. The alignment therefore of employees needs an aspiration with organizational needs is imperative to achieving strategic organizational performance as profit, growth and market value. Combs, Crook and Shook (2005) identify four organizational performance dimensions; consisting of profitability, liquidity, growth and stock market performance. Mohrman and Mohrman (1995) emphasizes on performance management in career management as “managing the business”, in other words, it is what line managers do all the time. As a result of this history of performance management over the last couple of decades we have seen performance management progress from a human resource policy firmly within the revect of the Human Resource department to a business process that is central to aligning activity with strategic goals and is as much about managing the business as it is about directing people and controlling the flow of training or reward to attaining strategy organizational performance.
Career management is the process which plans and shapes the profession of individuals within an organization in accordance with organizational needs and objectives. According to Baron and Greenberg (1990) a typical career management programme as part of the larger human resources system involves efforts aimed at helping employees to assess their own career, strengths and weakness; set priorities and specific career goals, provides information on various career path and alternatives within the organization and offer employees yearly reviews of their progress towards these goals by managers who have received training in conducting such assessment. Career management assesses employees to improve their performance by involving employee in setting their own goals and recognizing their strengths and weakness. It assists employees with the organization with the identification and facilitation of training needs and opportunities. This is mainly achieved by building a process of feedback and discussion into the performance management system of institutions. Career management clarifies available career options. Employees are informed of career options available with the organization. It assist employee with the identification of skills and other qualities required for current and future jobs most career management performance seek to focus employees career plans upon the organization thereby enhancing their commitment to the organization. In doing this, careers path are developed that indicates mobility in different directions in the organization for the employees. Career management as part of larger human resource system seeks to align the aspiration of employees with organizational performance objectives which as the focus these researches study. Career management programme seen to improve the marketing of jobs with the right employees. As assessment of the skills and competencies of employees could assist in accommodating them in position which suit them better. Through the application of practices such as transfers and rotation an organizations operational effectiveness can be improved. Career management must be articulated and transformed as part overall organizational performance objectives of various defined organization acceptable measures as prompt, growth, market value etc. as part of overall organizational corporate strategy. The research seeks to adopt Guinness Nigeria PLC as a case study to highlight career management practice in Guinness Nigeria PLC and its impact on organizational performance objectives of profitability growth and market value.
1.2 Statement of the Problem
Many organization make huge financial investment on human resources to translate overall corporate performance objectives into reality. The center of Modern Human Resource Management lies at the heart of corporate organizational strategy translated into acceptable standards of organizational performance objectives as profit, growth and market values.
As a result when losses are incurred, it leads to organizational retrogression in retrenchment and lay off of staffs. This is not a healthy situation for a growing economy like Nigeria. Recent studies reveal many organizations both in the financial and non-financial sectors are facing this critical situation. Therefore, the problem confronting this research is to examine career management and organizational performance with a case study to determine the impact of career management on organizational performance in Guinness Nigeria PLC.
1.3 Objectives Of The Study
The objectives of the study include:
- To highlight the nature of career management prevalent in organizations
- To determine if the human resource managers in Guinness Nigeria Plc do conduct staff career management
- To determine the impact of career management on organizational performance.
1.4 Research Hypothesis
HO1: Career management is not given significant attention in Guinness Nigeria Plc
HO2: There is no significant impact of career management on organizational performance in Guinness Nigeria Plc
1.5 Significance Of The Study
Findings from the provide relevant information and knowledge on career management on organizational performance to human resources practitioners, manager and consultants. It shall provide the necessary tools for modern human resource management required for career management. It shall provide a bridge to the gap experience in the past when human resource management and in particular, career management are given trivial attention in organizational management. It shall provide direction to career management towards attaining organizational performance objectives.
1.6 SCOPE OF THE STUDY
The scope of the study shall provide an in-depth study in career management as part of the human resource system. It shall provide the impact of career management in organization performance. The study is however delimited to Guinness Nigeria Plc.
1.7 Limitation of the study
Like in every human endeavour, the researchers encountered slight constraints while carrying out the study. Insufficient funds tend to impede the efficiency of the researcher in sourcing for the relevant materials, literature, or information and in the process of data collection, which is why the researcher resorted to a limited choice of sample size. More so, the researcher will simultaneously engage in this study with other academic work. As a result, the amount of time spent on research will be reduced.
1.8 Definition Of Terms
Career Management: Career management can be defined as the process that plans and shapes the progression of individual within an organization in accordance with the organizational need and objectives.
Employees Development: Employees development is a joint, on-going effort on the part of an employee and the organization for which he or she works to upgrade the employees’ knowledge, skills and objectives.
Career Planning: Career planning is a process undertaken by employees and their supervisors. The employee is responsible for self-assessment identifying career interest and development needs.
Career Pathing: Career path identify route to attain goals. Based on the career expectation identified in the process of career planning, possible career paths are mapped out for employees. Career paths set out a sequence of posts to which employees can be promoted, transferred and rotated.
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