Career management: take control of your career

Developing a successful career is largely in your own hands. Although a career is very important to employees, staff rarely take action to develop their careers. They often look expectantly at employers when it comes to career management, however, this is rarely a good plan, as organisations also appear to be falling short in terms of career guidance.

These are the conclusions from a large scale national survey undertaken by the Centre for Excellence in Career Management at Vlerick Business School in partnership with Vacature and Références. The online questionnaire was distributed during the course of December 2009 via Vacature’s website and was completed by 3924 respondents.

Career self-management at the forefront

In the last few years the slogan “the individual taking control of their career” has become either explicitly or implicitly part of HRM policy in virtually all organisations and initiatives aimed at career management. Career management has, in practice, been largely transformed into career self-management, which has often led to numerous opportunities for driven employees, particularly when self-management has been allowed to take place within a context of organisation growth, internationalisation and a motivational jobs climate. For many workers, particularly Generation Y, it has, at the same time, been a good reason to manage their own careers across organisational borders. Consider, for instance, the limited loyalty displayed by the youngest generation on the jobs market and the difficulties experienced by businesses in recent years in attracting and retaining talent. Career self-management is, in other words, an undeniable element to developing a successful career both within the context of growth as well as in terms of stagnation and retrenchment.

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