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2019, vol. 7, iss. 2, pp. 36-44
Career management to carrier advice
aUniversity of Defence, Military Academy, Belgrade
bUniveristy of Niš
cEkonomsko-trgovinska škola, Kruševac

emaililicdjina@yahoo.com, ivana91.ekfak@gmail.com, ilisladjana66@gmail.com
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].
References
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
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
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
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
National Career Development Association https://www.ncda.org/aws/NCDA/pt/sp/cpinstitute (pristupljeno marta 2019. godine)
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
Petković, M. (2011) Organizaciono ponašanje - sa menadžmentom ljudskih resursa. Beograd: Centar za izdavačku delatnost Ekonomskog fakulteta, str. 232
Petković, M., Janićijević, N., Bogićević-Milikić, B. (2006) Organizacija - dizajn, ponašanje, ljudski resursi, promene. Beograd: Ekonomski fakultet-Centar za izdavačku delatnost, str. 467
Walton, J. (1999) Strategic human resource development. Harlow: Financial Times Prentice Hall, str. 119
 

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article language: Serbian
document type: unclassified
DOI: 10.5937/trendpos1902036I
published in SCIndeks: 29/01/2020
Creative Commons License 4.0

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