Friday, October 7, 2016

ROLE OF CAREER PLANNING IN PROFESSIONAL GROWTH

Abstract

            This paper reports precise queries on career planning activities which show a progressively illustrative part in the professional growth and success. Individuals are always anxious about selecting and building occupations to meet their requirements and ambitions. Career planning procedure includes both individual and organization obligation. In the current business situation, extremely competitive, we find that career supervision duty rests progressively on the employees. Companies also show a significant role; its necessity to have and preserve a skilled and technically proficient staff, considered as the chief basis for gaining the competitive lead, most innovative organization's progress and smear a combined organization career system, which proves to be advantageous both for themselves and for their workers.
Keywords: Career Planning, Human Resource Management, Planning Activities, Professional Growth

 

 

 

 


Role of Career Planning in Professional Growth and Success

            In modern financial setting, the need to keep a competitive lead in the uncertain business environment has led to the development and introduction of human resource activities which were neglected in the past. Therefore a lot of businesses have started to introduce and deploy well-planned and organized career development systems for their employees.
            The main aim of career planning is to identify the desires, ambitions and prospects of the career of an individual and the deployment of human resource programs to support these desired careers of the individuals. According to Schweyer, A. (2010), career development and planning is a nonstop procedure of sighting in which an individual slowly matures his professional notion as an outcome of services or aptitudes, requirements, inspirations and ambitions of his personal value system.
            Planning of the careers is seen as an organized and detailed process of aiming career development and deployment approaches, self-evaluation and investigation of prospects and assessment of results. The process of career planning comprises of the responsibilities of both the organization and the individuals. This means that the individuals must interpret their inspiration, interests and ambitions through evaluation and counseling channels to comprehend their requirements of training and improvement. On the other hand, the organizations are also needed to identify their requirements and prospects in order to organize its staff and to ensure its employees the compulsory information and adequate training for the development of their careers. Sudarma, K. (2015) says that, career development should essentially connect individual requirements and inspirations with organizational requirements and prospects, assessing, directing and notifying its employees on career development, individual progress efforts with training and improvement programs.           
In most of the cases, this kind of link is not developed and the organizations, mostly pay attention to the development and promotion of career opportunities for their high performance employees only and usually do not pay attention to the performance and career development opportunities of the potential employees.
The key issues that need special attention during career planning are that;
§  The members of the organization should be considered and treated as individuals with their own requirements, needs and exclusive expertise.
§  The individuals feel more inspired and motivated in the organizations which respect their ambitions and aspirations.
§  Individual may mature, evolve and develop new sequences of actions if they are given appropriate opportunities and are properly encouraged and directed.
Research question
What is the key role of career planning which lead towards professional growth?
The present study aims to find out the key role of career planning which lead towards professional growth. Furthermore, the researcher will study the role of organizations which can enhance the ability of individuals to do career planning for its professional growth. It is imperative to study the factors which enhance the career planning system and plays a vital role for an individual.

Literature Review

The focused literature suggests that the counseling activities for the career development should be available to all the employees as an official activity of human resource department of the organization. These activities may involve the formation of a dedicated facility for career analysis comprising of specialists who have the knowledge of both the organization’s and the individual’s requirements and goals. This step would result in healthier link between the needs and requirements of individuals and the goals and objectives of the organization.
According to the specialists in human resource management, Al-Adwani, A. B. (2011) following are some models used in the process of career planning;
Chance and Fluke: This model says that the individual getting the desired position in his career is purely based on his luck. He only needs to be present at the right place on the right time to get the desired opportunity.
Organization Knows the Best: This model is founded on the fact that individual is moved from one place to another according to the requirements. This model is held chiefly by fresh employees, who are reliant on grown-ups for all the opinions not as much as adult employees.
Self-Oriented: This model delivers significance to the individuals; they are founding their own progress throughout their career, while having help from the organization.
            According to Maggiori, C. et.al (2013), there are mainly two approaches in the process of career development based on the requirements of organization and aims and desires of individuals. The first approach is the organization centered system for career planning which aims on the development and progress of human resource requirements, improvement of the quality of human resources in order to increase efficiency, defining proper paths for the careers of individuals and synchronization of organizational and individual career goals and objectives.
            The second approach is person centered system for career planning which involves the identification of abilities, skills and potential of an individual, the purpose of his life and his career objectives, assessment of internal and external career opportunities for the individuals in order to request for the support of sponsors and to request for guidance in the career.
            According to the theory of management and its practices, career planning strategies mainly focus on the skills, abilities, inspirations and requirements of individuals particularly. It is a multifaceted act that involves organized and cautious thinking in expressing short and long term purposes. Schweyer, A. (2010) has defined individual career planning as; all the arrangements of self-evaluation, investigation of prospects, forming objectives planned to assist the individual to make knowledgeable selections and variations about the career.
            Antoniu, E. (2010), states that in order to be practical and to sustain a competitive lead in the organization, the organizations must link and match the individuals with suitable abilities in the right position. The kinds of skills of individuals are different based on the scope of the organization, technologies; characteristics of consumer etc. Uniqueness of the organization affects the structure of the jobs and the ways of development of the job. Therefore, career planning on the organizational level has a crucial role in the attraction of the individuals toward suitable position. If the organization is not involved in the process of establishment and reinforcement of the careers of individuals, it becomes impossible for the organization to meet its objectives and goals both on organizational and individual level.

Career Planning System of the Organizations

The concept of the development of static career path has become obsolete because of various variations demonstrated in the lives of individuals and the organizations. The life span of careers is becoming shorter and shorter and unstable which has led to an enormous decrease in the job security and short-term recruitment has become more common. It is expected that the individuals may switch multiple jobs throughout their career and participate in diverse range of projects.
            The decreased number of jobs in the organization has led to the variations in the old-fashioned path to the career development strategies at the organizational level. The number of promotions in the organization is truncated which means that individuals keep on working on the same position for a long time period before they are promoted. The old-style career route comprised an upward movement, providing the individuals the assurance of well-defined promotion trails. Now, the stress is laid on job variation, numerous talents progress and sideways upgrade. Scheming and applying a career planning system is beneficial to the organizations for recognizing the employee’s progress requirements and synchronizing them to the business objectives.
            Career development and planning system is responsible to increase the professional satisfaction of individuals as it helps them to take jobs and responsibilities according to their personal goals and objectives. From the perspective of organization, the career planning system reduces the time required to fill up the vacant positions for the jobs and helps in succession planning, identifies the employees with the potential management skills and ensure the opportunities to all the individuals to identify the goals and objectives of their careers and promotes strategies to achieve those objectives.

Modules of Career Planning System

            There are varieties of career planning systems used by different organization and each one differs from the other. Still, all the systems for career planning contain some common key components which are as follows;

Self-Assessment

            This component of career planning system helps the individuals to set up their career goals, abilities, interests, and developmental tendencies. Multiple psychological tests are conducted to facilitate the individuals to recognize their occupational and proficient objectives. Self-quest enables the individuals to identify their inclinations according to different operational situations which participate in identifying and recognizing the degree of importance of work and relaxation. Career analysts are often used to support employees in self-assessment procedures and in understanding test consequences.

Reality Checks

            This component is responsible for informing the individuals about how the company evaluates their abilities and knowledge of job and what place they are on in the plans of the organization. Mostly this information is given by the managers in the process of performance assessment. Discussion about the career development may take place on later stages separately. Setting Goals
            Long and short-term career goals and objectives are established by the individuals who are related to concerned and desired professional positions, necessary degree of professional competence and learning new skills. These individual career objectives are discussed with the managers and recorded in the career development plan of that individual.
Planning Activities
            In this stage, the individuals determine different ways to achieve their long-term and short-term goals and objectives which were identified in the previous stage and these ways are planned and organized to find out the activities required to complete them. These activities may be planned by attending the seminars and lectures and applications to fill the vacant positions within the company and by taking part in the interviews etc.

Roles of Individuals, Supervisors and Organization in Career Planning and Development

According to Sudarma, K. (2015) the individuals, supervisors and organization share equal responsibility in the planning of careers and its development. Role of Individuals
Individuals must be actively involved in the development and management of their careers driven by its useful effects on the welfare. The psychological contract is signed between the organization and its employees and it contains all the expectations that the employer and the individuals have from one another. Generally, this contract is focuses on the fact that the organization will provide security of job and proper opportunities of promotion to the individuals only if they maintain a proper professional behavior throughout their job period and keep on showing high performance in that regard. However, due to variations in technology, competition and social behaviors, psychological contract between employees and organizations has changed. The fresh psychological contract proposes that individuals can become more valued to organizations by becoming responsible for their own career planning.

Role of Managers

Managers of the career planning have a key role in the development and planning of careers of individuals regardless of the career planning system kinds in an organization. In general, the individuals ask for suggestions and advice to their managers directly, because it is the responsibility of the managers to identify the degree of training required and evaluate their kills to promote. Unluckily, the managers are hesitant to involve themselves in the career development plans of the individuals because they do not consider themselves as well prepared to answer the questions of the employees about their careers and give them appropriate advise in that regard. One reason for this behavior of managers can be that there is only limited time allotted to these activities and it makes them unable to comprehend the exact needs of the individual’s desires and goals related to their career. In order to avoid these issues, the managers must be able to show effectiveness of manager-employee discussion by acting as their instructor, assessor, analyst and recommendation representative.

Role of Organization

            It is the main responsibility of the organization to provide necessary resources to the individuals in order to be successful in the planning of careers of the individuals Antoniu, E. (2010). These resources involve;
Career Workshops
Career workshops should be arranged by the organization in order to give know how of career planning to the individuals through proper channel. These workshops enable individuals to perform self-evaluation, planning and setting up the goals and objectives of their intended career on individual level.
Information Systems
These systems help the employees to have complete knowledge about the upcoming job vacancies and training programs according to their interests.
Career Planning Manuals
These include printed manuals and guides for the individuals and contain multiple advices, exercises and discussions from the experts.
Career Counseling
Specialists are provided to the individuals to identify their interests, goals, objective and inspirations.
Career Directions
It includes planning the stages of jobs, identifying the skills and matching the abilities of the individuals according to the requirements and goals of the organization.






Conclusion

In the current situations of the organizations, restructuring of the organizations and changes in their strategies for career planning is very important from the perspective of both the individuals and the organization. From the organizational point of view, failure to motivate the individuals in planning their careers can become a hindrance in the process of filing the free positions for jobs, reduction in the staff participation and inadequate use of money allotted to the training and progress programs. From the perspective of individuals, lack of career planning opportunities and programs may lead to frustration, anxiety and leads to the need of switching of the jobs which is not favorable for the organization as well as the individuals.
Career planning is operative when the organizations use entirely the services and awareness of the individuals and they are interested and driven to attain full performance and be pleased with their effort, which helps the organization to achieve its aims. The numerous appearances of redundancies, particularly in the current crisis, necessitates that individuals reveal positive abilities and aptitudes that prove to be crucial to the definite or likely employers.

 







References

Nura, A. A. (2014). Human resource management practices and employee performance management in Nigerian higher educational institutions(Doctoral dissertation, Universiti Utara Malaysia).
Schweyer, A. (2010). Talent management systems: Best practices in technology solutions for recruitment, retention and workforce planning. John Wiley & Sons.Organizational Career Development. European Online Journal of Natural and Social Sciences, 3(3), 691.nt, retention and workforce planning, John Wiley & Sons
Antoniu, E. (2010). Career Planning Process and its Role in Human Resource Development, Annals of the University of Petroşani, Economics10(2), 13-22.
Ndegwa, R. M. (2016). Career Management an Antecedent of Career Development and its Effect on Employees’ Commitment in Public Universities in Kenya, Strategic Journal of Business & Change Management,3(2).
Al-Adwani, A. B. (2011). Effects of Implementing Strategic Human Resource Management in Organizational Success
Sudarma, K. (2015). Professional Behavior Based on The Development Of Employees. Journal DinamikaManajemen5(1).

Maggiori, C., Johnston, C. S., Krings, F., Massoudi, K., &Rossier, J. (2013). The Role of Career Adaptability And Work Conditions On General And Professional Well-Being. Journal of Vocational Behavior83(3), 437-449.

Monday, April 4, 2016

Eight Factors to Consider While Investing in Commercial Real Estate

The demand for commercial real estate (including standalone shops, retail and office space and warehouses) has increased by nearly seven percent over the last two years. This is because an increasing number of people are investing in commercial real estate in order to supplement their incomes.

If you are considering investing in commercial real estate, factor in the following:
1.       Commercial real estate is usually 10 to 12% more expensive compared to residential real estate and the resale value is 7 to 10% higher.
2.       Rentals are 3 to 5% higher compared to a residential property. Security deposits are higher as well, and range between one and two years, as opposed to six months for residential real estate.
3.       The return on investment (ROI) for commercial real estate ranges between 6 and 12%and is considerably higher than that of residential real estate which ranges between 2 and 4%.
4.       Rental agreements for commercial real estate usually last for anywhere between 3 and 10 years. This ensures a steady cash flow for owners, and minimizes the need to look for a new tenant every few years, which can be the case with residential real estate.
5.       Amenities that attract tenants interested in renting retail and office space include round-the-clock security, ample water supply, back-up generators, reserved parking and elevators, as well as effective fire and security alarm systems.
6.       Once vacant, it takes longer to find a suitable tenant for a commercial real estate compared to residential real estate. As a result, commercial real estate tends to remain vacant for a longer period of time. Furthermore, if a commercial real estate remains vacant for more than six months, the value decreases by three to five percent.
7.       Areas attracting the most investment include multistory buildings located on the outskirts of city and as well as coastal areas.

8.       Prices of commercial real estate (including plots, standalone shops, and office and retail space) are expected to increase by 10 to 20% this year and rentals by 15 to 20%.

Wednesday, March 30, 2016

Five factors to consider before investing in startups UK

Investing in startups UK has increased by an estimated 50% in the last five years. This is because an increasing number of startups investors are purchasing low-cost properties to rent out, which have a relatively high return on investment (ROI) ranging between 20 and 25%.


If you are thinking for investing in startups UK, factor in the following:
1.       Popular investment hotspots include Birmingham, Glasgow, London, Manchester and Liverpool.
2.       The value of residential property (including apartments and houses) increases by 12 to 20% per year, while that of commercial property (including retail and office space) increases by 9 to 16%.
3.       The average rental yield of residential and commercial property ranges between 7 and 11% of total value of the property.
4.       Foreigners are allowed to purchase residential and commercial property in the UK even if they do not reside there. However, foreigners who do not have a residence permit cannot qualify for a mortgage.
5.       While invest in startups UK, sales transactions can be handled by Solicitors / lawyers in the UK even if investors are not physically present there. This is the most popular way of purchasing property there for foreigners.

The purchase price ranges for investing in startups UK in the field of property are:

Plots
·         Available residential plot sizes include: 500, 1,200 and 2,000 square feet.
Ø  Purchase price range: $ 200 – 600 per square foot.
·         Available commercial plot sizes include: 100, 500 and 1,000 square feet.
Ø  Purchase price range: $ 400 – 1,300 per square foot.

Apartments
·         Available sizes include: 500, 700 and 1,500 square feet.
Ø  Purchase price range: $ 300 – 700 per square foot.

Houses
·         Plot sizes include: 700, 1,200 and 2,000 square feet.
Ø  Purchase price range: $ 300 – 800 per square foot.

Rental and Office Space
·         Available sizes include: 100, 500 and 1,000 square feet.

Ø  Purchase price range: $ 500 – $ 1,400 per square foot.

Monday, March 14, 2016

Three Ways To Make a Functional Room in Your Home

A trend emerging among homeowners is to have a “functional room” within their houses or apartments. These spaces usually serve as laundry rooms, studies or storerooms. Their presence increases property value by an estimated five to seven percent and rentals by two to three percent. 

The return on investment (ROI) ranges between six to eight percent per year.

If you are planning to incorporate a functional room into your home, following are the three factors you should consider:
1.      Space. The minimum size of a functional room should be at least 50 square feet and should ideally have a door that serves as an entry / exit point into the apartment or house. The easiest thing to do is to convert a spare room into a functional one. If you do not have a spare room, consider converting a terrace or balcony into one- if space allows. The option works well for both apartments and houses. In the case of a house, the area below a staircase can work equally well if it I spacious enough.
Construction / renovation cost - $ 1500 – 2000.
2.      The basics. Matte tiles in dark colors such as dark green, steel grey and terracotta are easy to maintain and give a natural feel to the space. In the case of a laundry room, include a sink and counter space; the latter can be used as an ironing board or as a workstation in the case of a study. Shelves are a must-have for functional rooms as they can be used for a variety of purposes.
Cost – tiles: $ 150 – 180 per sq ft; sink / wash basin: $ 2000 – 3000
3.      Lighting. In addition to spotlights, consider using skylights or glass bricks in place of walls to allow natural light. Louvers are another option, these can be substituted for windows or even be fitted within doors that serves as entrances.
4.      Cost – spotlights: $ 50 – 80 (each); glass bricks: $ 20 – 35 per brick; skylights: $ 200 to 250; louvers: $ 150 to 200 per sq ft.

Dame Zaha Hadid Wins The Riba Gold Medal

International women's day (March 8) is a good time to acknowledge the achievements of notable women from around the world. One such woman is renowned architect Dame Zaha Hadid, who became the first woman to be awarded the Royal institute of British Architects (RIBA) Gold Medal, the UK's highest honor architect's last month. Although two other women - Ray Kaiser Eames and Patricia Hopkins - have been previously honored, they were presented the medal in tandem with their husbands.

The RIBA medal is awarded annually by the Royal Institute of Brisitish Architects of behalf of the British monarch in recognition of an individual's or group's contribution to international architecture. It is given for a distingushed body of work rather than for just one building. 
In Hadid's case, this body of work includes the Heydar Aliyev Centre in Baku, the Aquatics Centre constructed for the 2012 London Olympics, the Maxxi Museum in Rome, the Serpentine Sackler Gallery in London, the Riverside Museum at Glassgow's Museum of Transport and the Guangzhou Opera house in China. The RIBA medal is not Hadid's first award; other prestigious accolades include the Pritzker prize (she was the first woman to win it in 2004) and the sterling prize for Architecture in 2010 and 2011).
One of the defining aspects of Hadid's work is that her buildings are distinctively neo-futuristic, characterized by powerful curving forms, elongated structures, multiple perspective points and fragmented geometry which are said to evoke the chaos of modern life.

Although Hadid is arguably the most famous woman architect in the world today, there are others with notable achievements. There is Amanda Levete who won the sterling prize in 1999 for designing the media Centre at Lord's Cricket Ground; Angela Brady who won the Irish post/AIB Bank Award for personal achievement in Architecture for a lifetime of designing houses, schools and medical centers across the UK; and Alison Brooks, who set up Alison Brooks Architects, the only UK practice to have won the RIBA award for architecture.

Sunday, February 28, 2016

Six Things to Consider When Setting Up A Spa in Your Home

An increasing number of people are setting up spas in their homes. Although the cost of materials and installation are relatively high, their presence increases properly value by nearly 10 to 12%, and rentals by 15 to 20%.
If you are thinking about setting up a spa in your home, you should consider following six steps:
Size. The size of a spa to accommodate a spa (consisting of a Jacuzzi, Sauna and steam room) should range between 180 to 250 square feet.
Jacuzzi's. You can either install a ready made portable whirlpool of have one custom made, according to your taste in terms if size, shape and materials used.
Cost: Ready made - $ 10,000; customized $ 250 - 500 per square feet.
Saunas. the primary components of a sauna include a stove (heater) that provides dry heat, as well as wooden paneling for the floor and the walls. Remember, a sauna must have a window to allow ventilation when it is not in use.
Cost: $ 2,000 - 4,500.
Steam Rooms. A shower cubicle can be converted into a steam room by installing steam injectors and seating. Avoid false ceilings, as there are prone to mold and fungi due to humidity.
Cost: $ 500 - 700.
Lighting. Dimmer equipped spotlights and string lights work best. Popular colors include blue, orange, red and warm white.
Cost: $ 80 - 150 per light.
Tiles. Miniature mosaic patterns in tones such as green, brown and blue are ideal;they should be waterproof to ensure safety and reduced maintenance costs.
Cost: $ 120 - 350 per square feet. 

Thursday, June 26, 2014

Designing Football Sports Stadium

Architects and engineers involved in the design and construction of football stadiums should factor in the following to maximize design efficiency without compromising on the spectator experience.

Location. Select a location that is easily accessible via the city’s major thoroughfares.

Size. Football stadiums are usually constructed on plots ranging between 10 and 15 acres given that provision for ample parking space has to be made as well.  The capacity of a football stadium usually ranges between 30,000 and 50,000 spectators.

Design. During construction, ensure that the football orientation factors in the angle of sunlight with respect to the pitch because while designers want to avoid shadows on the field or the sun’s glare for spectators, they also need to ensure sufficient sunlight for viewing and playing.

Pitch. Playing fields usually measure 105 x 68 meters or 125 x 85 meters. Ground maintenance teams should ensure that the pitch is smooth, with adequate watering and drainage systems. In countries, where temperatures are high, alternatives such as artificial turfs are ideal because they do not require sunlight and the football stadium can therefore be covered.

Safety. The year 2014 makes the 25th anniversary of the Hillsborough disaster in which 96 people lost their lives due to a lack of safety measures. Since then, the concerned authorities recommended stricter safety and security regulations, and builders therefore need to make sure that the prescribed number of safety exits are in place with clear pathways, and that an adequate number of surveillance and first aid centers are located within the premises.


Features. Among other considerations, designers should account for VIP lounges, cafeterias, restrooms, parking lots, flood lights and announcement systems. The number of these amenities varies according to the football stadium’s capacity.