Career planning at the corporate level:

Can any organization that wishes to career planning for employees and their functions, to use a variety of means, in fact, all the functions of human resource management that the best performance, and was directed to this purpose, the possible planning and career development, but the preoccupation with vocational and professional for each job separately, makes it difficult to direct all human resources management functions for service planning and career development in particular, so it’s best that the independent efforts of each organization (through systems, procedures, and regulations) takes care of planning and career development.

Examples of media planning and career development:

1. Rehabilitation:

After selecting the new employee, the organization is responsible for submission to the new functionality, and through the rehabilitation of a practical and socially and psychologically, and is done through a structured program and official, and has this program on a full file contains information about the company’s history, and evolution, and organization, and management structures and work systems, products and services they provide, and pay systems, the advantages and personnel services, and the rights and duties of the employee, and practices of attendance and absences, and behavior within the work.

The Program also contains training on the job itself, also contains a provision of the employee to his direct supervisor, and the latter to present it to colleagues and subordinates, with a full explanation of the social environment surrounding the job, relationships and norms prevailing in the work, with an explanation of a realistic and effective for the anticipated problems, and as you can see dear reader , that rehabilitation plays an important role in the adjustment of the new employee with his new job, and so as not to deceive or shocking in his new job, and even qualify for how to deal with new situations.

2. Recycling:

This means exposing the employee’s expertise and multi-functional, and it transferred temporarily from one job to another, and helps to recognize the other staff, and their activities, and the working environment of practical, social, and help that later in the performance of work with different agencies, where will know the employee with the connection, and in any way, take any piece of information, and perhaps get them anywhere, and the rule here is to provide all staff fully informed about everything related to the good performance of their functions.

3. Functions of a challenge:
(Challenged in order to move forward, the courage of leadership is the hallmark of greatness)

Brian Tracy

This is intended to grant the employee a job with meaning, and the degree of authority, responsibility and freedom, with a beginning and end of specific, with clear communication, and it is important to ensure a strong start to the new employee, even if it means giving tasks relatively difficult, and the challenge to his abilities, the civil servant’s new may not Who knows what is the nature of the good work, and what is the appropriate amount of work?

There you see the fact that initially the difficult and challenging for the staff, are determined to perform well in the following years, but if the beginning was calm and relaxed, it will go step by step the employee the rest of his life in this manner lax.

4. The involvement of executives in the practice of career:

Can make a good post executives in building the careers of their subordinates, and that through some means.

The most important means of power of attorney tasks to subordinates, in a manner that fosters their abilities, and through training on the performance of work, guidance and advice, guidance, and coordination with the Department of Human Resources proposal career, transfers, promotions, successful companies reward those managers who are involved in the practice of career effectively, through incentives, awards and recognition.

5. Transportation:

The primary purpose of the transfer is to develop employees, and familiarize them with the rest of the job, filling requirement in certain functions, and provide the amount of highly diversified experience in a wide range of workers, and should not be transport process at random, but must rely on the basic rule is the possibility of checking between the individual and function, and must be accompanied by a full explanation of the movement of transport for employees what is happening, and its causes, and the rehabilitation staff to this process.

6. Transport to the bottom:

It is sometimes called “Download”, the opposite of the upgrade, and imposed by the need to adhere to available positions in the structure of the organization, which may not allow upgrading existing workers, and the path is blocked in front of them.

To open this path, is to encourage workers dead end in front of them the way, to accept the transfer to the bottom of the post in the department, or other management, on the basis that the opportunity is available to the function minimum and the way is open to the top, and in the long run this becomes for the individual; because Promotions will be faster and clearer and stronger, and for the benefit of the organization; because it will bring harmony between the individual and the job; and it will abide by the current organization structure is appropriate to them.
7. Promotion:

Play a promotion as a means of planning and career development, an important role for each of the individual and the organization, the individual achieves his desire to growth promotion, and the organization achieves its desire to achieve compatibility between the individual and the job, and you get the performance and satisfaction is high, and it is important that the transfers on the basis of consensus, on the basis of science and a complete explanation of the workers, on the basis of qualification and training of staff for promotion.

And d finds. Ahmed Maher that the criterion of compatibility between the individual (in his abilities, skills and aptitudes), and the function (in the components of the specification and the needs of an individual), is the primary criterion for promotion.

8. Temporary upgrade:

In this exercise, you are upgrading from an individual to get the benefits of the top of the wage function, the degree of financial, degrees and careers (Job Title), and in-kind benefits, bonuses, and services, and the form of office and equipment.

The upgrade procedure is sometimes temporary, through the appointment of Assistant to the Director, or his deputy, or by mandate of the vacant top job (called a person: Managing Director as well as a job, or function as well as existing).

9. Maps of the path (or peace) career:

Are the maps outlining the sequence in the movement, function, and through transfers, promotions, and are made using maps of the organization, and starting from a given function, and ends with several endings, it is expected that there will be many maps for each job, and become there are dozens, even hundreds of maps to the family and one functional (such as family financial functions).

10. Early retirement:

In some cases, a senior officials, as holding senior positions, an obstacle to the progress and advancement of their subordinates, thus Encouraging retirement (or pension) becomes early solution to the open road in front of subordinates.

11. Assistance in the search for jobs outside the organization:

If the organization has had to lay off some workers, it considers that to meet the social responsibilities and to assist these workers, they are looking outside the organization, and similar organizations for Jobs, workers can be filled immediately, or after some training, and the director of human resources management, to take advantage of network of relationships with other companies.

Career planning at the individual level:

As organizations plan and develop career paths for their employees, each of them to be plotting his future career, the more important planning and career development at the individual level in certain phases of the most important:

1) the first phase of the function of the individual (usually after graduating from the stages of education).
2) At the stage of family stability (where to be coordination between the two paths: the path of the husband and the wife’s path).
3) In the middle age (around the age of 45 years; where there are frequent problems of social and psychological).
4) At the end of the career stage (before the age of 60 years; show where the problem of retirement and leave the service).
Steps of individual career planning:

1. Insight into future expectations:
Because the future is unknown, and difficult to confront, and because of lack of knowledge of the problems that can be exposed to in the future, because of the appearance of emergency situations, this makes the process of looking to the future is difficult, and one has to ask himself: What is the nature of work, or the future hope for ?

The extension of this question is determined by areas of activity, or business, or functions, which hopes to do, or occupancy of the individual, and that detail is very clear, as determined according to the same question the financial resources required, and degrees of education, experience, and job skills and personal, and any other capabilities, or other skills required to achieve the hopes for the future.

2. Identify current skills and capabilities:
On the individual to review the same important question is: what are the possibilities, capabilities and skills currently available to them? According to this question, the current is determined by levels of education, and current experience, and job skills and personal current, and any other capabilities and skills of current relevant to the achievement of future hopes.

3. Determine the difference between 1 and 2:
Up to now the possibility of the individual compared to the first step the second step, and it appears clear that there are differences between them, if the required proficiency in hopes of a full English (at 80% for example), while it is moderately fluent (at 50% for example) so the difference 30%.

4. Treatment teams and find out solutions:
If the difference is the lack of skill in the English language of 30%, this could mean a solution represented in the intensive English Joined cycle, for 6 months straight.

And now … What’s next speech?

Here’s a quick tips for how you plan and design and development of your route and your future career in life:

1. Tips to get a job for the first time:
1) Select the nature of the organization (or business) that would like to operate.
2) Select the function that would like to join them clearly.
3) Learn how to looking for jobs and business.
4) Write your resume.
5) training on employment tests.
6) trained to employment interviews.
2. Tips in the first work for you:
1) Select the function of a challenge for you.
2) try and make your performance outstanding.
3) the type of your skills, do not limit yourself in your skills are limited.
4) Use all your enthusiasm and Dafietk to work.
3. Tips while you work:
1) Work with the President of the active and mobile.
2) Do not make your boss a stumbling block to progress.
3) Look for another job during your current (type your choices).
4) Put your achievements in the spotlight.
5) cooperation with your partner in the planning Mstqublak.
6) Ask others to know.
7) Take advantage of the opportunities the bar.
the values ​​of your route down the job.
9) the fact that the extensive network of contacts for yourself