Career management

Career management is defined by Ball (1997) [Ball, B. (1997), “Career management competences – the individualperspective”, Career Development International, Vol. 2, Is 2, pp. 74-79] as:

# Making career choices and decisions – the traditional focus of careers interventions. The changed nature of work means that individuals may now have to revisit this process more frequently than in the past.
# Managing the organizational career – concerns the career management tasks of individuals within the workplace, such as decision-making, life-stage transitions, dealing with stress etc.
# Managing 'boundaryless' careers – refers to skills needed by workers whose employment is beyond the boundaries of a single organisation, a workstyle common among, for example, artists and designers.
# Taking control of one's personal development – as employers take less responsibility, employees need to take control of their own development in order to maintain and enhance their employability.

Now that the job-for-life covenant between employer and employee has been superseded by an insecure and uncertain job market, career management has become a necessary survival skill rather than being an activity pursued by Ivy League alumni or people born with a silver spoon in the mouth. Job security is now based on knowledge, skills and added-value rather than length of service or loyalty to an employer. Career management is nothing more than a small investment of time, money and energy to protect the major source of revenue—one's job.

Career Planning

Career planning is a subset of career management. It is a tough choice Career planning applies the concepts of Strategic planning and Marketing to taking charge of one's professional future.

ee also

*Career
*Career Diversity
*Job interview
*Résumé
*KUDOS

References