Career Planning and Development
| CAREER PLANNING AND DEVELOPMENT | | |
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ASHWINI RENGASWAMYINDEX NO – L0267KDKD0611JUN MSc 1 Hospitality & Tourism A |
INDEX
Introduction ……………………………………………………………… Page 2
Career …………………………………………………………………... Page 3
Career Planning ………………………………………………………… Page 4
Career Development …………………………………………………… Page 5
Dual Career Couples …………………………………………………… Page 8
Dual Career Couples Large Companies ………………………………. Page 10
Dual Career Couples Small Companies ………………………………. Page 14
Ways of Small Companies Retaing Employees ……………………… Page 15
Conclusion ……………………………………………………………. Page 16
References ……………………………………………………………. Page 17
INTRODUCTION
Human resource is the nerve center of any organization which helps to achieve its objectives & goals. When analyzing globally managing human resource is a dynamic and challenging task of an organization. Although human resource is a popular term there is no definition defined worldwide.
Watson (2002:3) says “In its broader sense Human resource management can be used as a generic term to describe any approach to managing people.”
Boxall & Purcell (2003:1) say “All those activities associating with the management of the employment relationship in the organization.” A philosophy based on managing people on the belief that human resources utmost necessary to retain the business success. An establishment obtains advantage by utilizing its people effectively. Drawing on their competence and adroitness to meet distinct objectives. Human resource management is focused at recruiting confident, adjustable and dedicated people, managing and honoring their performance and advancing competencies. Human resource development is a strategic advent to analyzing in human capital. It has an impact on other human resource formations, including resourcing and executes assessment to recognize actual and conceivable apatite. Human resource development delivers a frame work for
|
ASHWINI RENGASWAMYINDEX NO – L0267KDKD0611JUN MSc 1 Hospitality & Tourism A |
INDEX
Introduction ……………………………………………………………… Page 2
Career …………………………………………………………………... Page 3
Career Planning ………………………………………………………… Page 4
Career Development …………………………………………………… Page 5
Dual Career Couples …………………………………………………… Page 8
Dual Career Couples Large Companies ………………………………. Page 10
Dual Career Couples Small Companies ………………………………. Page 14
Ways of Small Companies Retaing Employees ……………………… Page 15
Conclusion ……………………………………………………………. Page 16
References ……………………………………………………………. Page 17
INTRODUCTION
Human resource is the nerve center of any organization which helps to achieve its objectives & goals. When analyzing globally managing human resource is a dynamic and challenging task of an organization. Although human resource is a popular term there is no definition defined worldwide.
Watson (2002:3) says “In its broader sense Human resource management can be used as a generic term to describe any approach to managing people.”
Boxall & Purcell (2003:1) say “All those activities associating with the management of the employment relationship in the organization.” A philosophy based on managing people on the belief that human resources utmost necessary to retain the business success. An establishment obtains advantage by utilizing its people effectively. Drawing on their competence and adroitness to meet distinct objectives. Human resource management is focused at recruiting confident, adjustable and dedicated people, managing and honoring their performance and advancing competencies. Human resource development is a strategic advent to analyzing in human capital. It has an impact on other human resource formations, including resourcing and executes assessment to recognize actual and conceivable apatite. Human resource development delivers a frame work for
References: Wilensky (1961) says; “Let us define career in structural terms Baruch (2002) presents a list of career management practices in order of the level of implementation which an earlier survey found out