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2019, vol. 7, iss. 2, pp. 36-44
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Career management to carrier advice
Upravljanje karijerom putem karijernog savetovanja
Abstract
A strong motivation and motivation for individuals in the organization is an opportunity for advancement. This opportunity is showing its importance already at the stage of recruiting or attracting people for the organization. "Career Development and Career Development Policy should be a permanent activity of the human resource sector, which is expected to create objective criteria for the advancement and shift of employees from low-ranking to higher and high-ranking positions, that this move would not be a matter of good will individual and personal sympathies, but a standard that, once the conditions are met, is automatically applied." [1] In order to properly understand the importance of careers for each individual, but also for the organization, it is necessary to consider the importance of the career management process, especially through career counseling, because "career management implies encouraging and encouraging people to learn and improve their skills by organizing different types of education and selecting the appropriate individuals in the groups of students whose career is seriously considered".[1].
Sažetak
Snažan podsticaj i motiv za pojedince u organizaciji je mogućnost za napredovanje. Ova mogućnost pokazuje svoj značaj već u fazi regrutovanja ili privlačenja ljudi za organizaciju. "Politika unapređivanja zaposlenih i razvoja karijere treba da bude trajna aktivnost sektora za ljudske resurse, od kojeg se očekuje da kreira objektivne kriterijume za napredovanje i pomeranje zaposlenih sa nisko rangiranih na više i visoko rangirana radna mesta, kako ovo pomeranje ne bi bilo stvar dobre volje pojedinca i ličnih simpatija, već standard koji se, kada se steknu uslovi, automatski primenjuje."[1] Kako bi se na pravi način razumeo značaj karijere za svakog pojedinca, ali i za organizaciju neophodno sagledati značaj procesa upravljanja karijerom, naročito putem karijernog savetovanja jer, "upravljanje karijerom podrazumeva podržavanje i ohrabrivanje ljudi da uče i usavršavaju svoje sposobnosti, putem organizovanja različitih vidova edukacije i izbor odgovarajućih pojedinaca u grupe polaznika sa čijom se karijerom ozbiljno računa". [1].
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References
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Amundson, N.E., Harris-Bowlsbey, J.G., Niles, S.G. (2009) Essential Elements of Career Counseling: Processes and Techniques. New Jersey: Pearson Education Inc, 2 nd edition, str. 13
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Carson, A.D., Dawis, R.V. (2000) Determining the appropriateness of career choice assessment. in: Luzzo D. [ed.] Career counseling of college students: An empirical guide to strategies that work, Washington, DC: American Psychologists Associatio, str. 112
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Fouad, N.A., Guillen, A., Harris-Hodge, E., Henry, C., Novakovic, A., Terry, S., Kantamneni, N. (2006) Need, Awareness, and Use of Career Services for College Students. Journal of Career Assessment, 14(4): 407-420
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Gottfredson, L.S. (1996/2002) Gottfredson's theory of circumscription and compromise. in: Brown D., Brooks L. [ed.] Career choice and development: Applying contemporary theories to practice, San Francisco: Jossey-Bass, 3 rd edition, str. 185
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National Career Development Association https://www.ncda.org/aws/NCDA/pt/sp/cpinstitute (pristupljeno marta 2019. godine)
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Niles, S.G., College, L., Maryland, J., Harris-Bowlsbey, J. (2017) Career development interventions in the 21 st Century. Upper Saddle River, New Jersey: Merrill/Prentice Hall, 5th Edition, str. 26-30
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1
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Petković, M. (2011) Organizaciono ponašanje - sa menadžmentom ljudskih resursa. Beograd: Centar za izdavačku delatnost Ekonomskog fakulteta, str. 232
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Petković, M., Janićijević, N., Bogićević-Milikić, B. (2006) Organizacija - dizajn, ponašanje, ljudski resursi, promene. Beograd: Ekonomski fakultet-Centar za izdavačku delatnost, str. 467
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2
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Walton, J. (1999) Strategic human resource development. Harlow: Financial Times Prentice Hall, str. 119
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