One of the most important resources that corporations rely on to achieve their goals and increase their productivity is human resources. Along with the effects of globalization and the transition to the information society, “Human Resources Management” has emerged as a management philosophy and started to regard employees not as a cost element but as a potential resource for the continuation and success of companies.
Career management and performance appraisal systems are also processes that fall under human resource management and are closely related to all other human resource management functions. Developments in technology, changes in the nature of jobs, and the need to plan the future needs of the company have brought the concepts of corporate career management and performance appraisal to the agenda.
The increasing importance of career management and performance appraisal have been important criteria for the selection of this research.
In the Rational, Technological and Digital world, GMKA is an independent solution provider. It offers products, solutions, and services for all three levels of the automation pyramid: control, execution, and information.
From its humble beginnings in 2017, the organization has developed organically and inorganically under the visionary leadership of its founding members.
We are proud to have a national and international working principle. We are on our way to becoming a company that will help, support, learn, and encourage each other from every corner of the world.
A career at GMKA is an opportunity to express yourself! It gives you the chance to make a difference in the technological landscape of the future. GMKA is your gateway to implementing standards and processes in the industry and has a positive impact on our customers.
Why GMKA?
Bring your ideas, thoughts, and creativity to life! If you improvise, you can produce permanent solutions that will change the face of tomorrow! You can make a difference with people who always want to go one step further. Our employees always make a difference!
Improvise! Try new things; you are free!
We believe in working in a friendly environment with cultural diversity and freedom.
Get the opportunity to learn something new every day.
Do you want to be part of a global team?
Our Values
Our value system is the guiding principle of our organization. This is the common feature between our organizational philosophy, work culture, and business excellence.
One of our core values is to be the employer of choice for talented individuals. We are committed to this value at the highest levels of our organization.
We believe that the key to our success and the continuous improvement of our organization is our employees. All other items, machinery, equipment, and other resources are of little importance without our people.
Our core values:
- Customer success is your success
- Be where the market brings you
- Embrace the change and harness its power
- Become the preferred partner of global and local organizations
- Become an innovative technical leader
- Become the employer of choice for qualified individuals
- Be financially strong
- Be aware of your flaws to achieve perfection
- Become a group of companies of global standard
- Be a teacher and a student for life
- Preserve your presence in the long term
A career at GMKA means…
Take a decisive step towards a fulfilling career.
You can be a part of our organization for a long time and become a permanent member. This is one of the issues we care about! We believe in a lasting investment in our people and business. In the long run, we prefer employees who are committed to our organization and reward their collaboration with a satisfying career.
We offer a fun working environment. After-work social activities are not mandatory but are quite popular. Some of our popular gatherings include GMKA weekends, team building trips, birthday celebrations, etc.
We have a global but lean organizational structure. Accessibility is the core element of our organizational structure. Anyone in the GMKA family can share their views on how to solve a problem fast and in the best interest of the entire company.
An all-around career advancement. We enable our employees to pursue a career in their chosen field. We develop their expertise in more than 15 industries and more than 20 technological domains. We are also empowering versatile engineers who are “jack of all trades”. Our career options are a function of your willingness to develop and add value to the organization.
Our Employees
We believe that employees have a significant impact on the success and continuous growth of the organization. At GMKA, our strength lies in the skill and commitment of our professional staff at all levels.
As GMKA DEFENSE, our human resources policy is to bring together the competencies and abilities of our employees with the job requirements and to select, develop, evaluate and manage equal opportunities offered to everyone.
Our entire human resources management process is founded on creating a highly motivated employee profile who is an expert in their profession, has advanced social competence, and manages, directs, and correctly develops human resources.
Career
The concept of “career” has gained great importance in recent years, and many researchers tried to define it. The dictionary defines career as “a job or position that an individual starts, develops by during the productive years of their life and generally maintains until the end of their working life.” Career is also used in many senses in everyday speech. We see that career is used in terms of progress in business life or being in an advanced position in usages such as “to make a career”, “to develop a career”, “to have a career”, to “at the beginning of one’s career”. The word career is a concept that is used very often in daily life. When the word career is used, different concepts come to mind. Sometimes one’s dedication to a particular area of expertise, and sometimes it is used to mean working in a series of jobs that have some relations between them. For the individual, the word career means much more than a job. However, in whatever sense it is used, it is noteworthy that the word career evokes “degree of success” to some extent. A career gives a person a sense of accomplishment.
From a historical point of view, the word career started to be used with the emergence of modern industrial companies. The word career comes from French and Latin words meaning path, passage.
The view of career began to take shape in the wealthy period following World War II. After the war, America and other industrialized countries experienced unforeseen economic development. As a result of this growth, many new companies opened, and the need for human capital increased considerably. Individuals have considered their careers in the context of a single organization, and the concept of organizational career has emerged. Following the changes experienced in the last 15-20 years, the concept of a “self-centered” career has emerged. This means that individuals manage their individual careers, for their own well-being and development.
There are various milestones in human life. Our transition from childhood to youth, from youth to adulthood, from adulthood to old age are such transitions. These milestones of people are related to the cultural and social structures, their biological characteristics and personality structures of societies.
Exploration – Search (0 – 25 years old)
Individuals receive training that may be relevant to their career choices. This period can also be called the pre-employment period and it would be useful to examine the period under three subheadings:
Childhood Period, Adolescence Period, First Adult Period
Setup (26 – 35 years old)
Job Search and Finding, Starting and Orientation, Placement and Advancement
Mid-Career (36 – 55 years old)
For individuals who feel more connected to the institutional structure, basic physiological needs have completely left their place to needs such as prestige and success. While trying to protect their previous gains, the individual continues to look for opportunities for promotion. At this stage, it is expected that the person will move from apprentice to master, from learner to constructor. The desire to move on to jobs with responsibility and initiative characteristics is dominant.
End of Career (56 – 75 years)
By this stage, the individual has completed their career and is usually the stage of withdrawal from full-time employment. With the vast experience gained, the individual now comes to the fore more with their teaching identity and is respected by those around them.
Problems from the previous period can also be carried over to this stage. As a result of the physiological aging of the individual, serious health problems also tend to impair the career of the individual. Considering that the average life expectancy in developing countries is even shorter than in developed countries, this trend will become even more pronounced.
Career management, which consists of two components -namely “career planning” and “career development”- is referred to in the career management literature as helping companies analyze employees’ abilities, areas of interest, and benefits and planning career development activities.
Career management is to help employees analyze their abilities and interests and plan career development activities. Career management includes the introduction to the business world, assignments, transfers, and job changes. In career management, there are decisions taken sometimes individually, sometimes as a company, and sometimes as a partner. The reason for career management in businesses is to ensure job satisfaction and retention of the individual in the company.
According to another definition, career management is the process of planning goals, and formulating and implementing strategies that enable managers to satisfy the needs of the workforce and enable individuals to achieve their career goals. From this definition, it is understood that career management is a very comprehensive phenomenon that includes managers, human resources specialists, and parties external to the workplace.
The distinguishing feature of career management in terms of human resources management is to ensure the mobility of employees within the organization, thus keeping people motivated. In organizations where career management is done well, people can know or predict where and what status they will come to after a while, for example, 1 year later, or 5 years later. This prediction is very important. Because this connects the person to the job and the institution and motivates them.
Career management is a model developed for the personnel within the organization to make career planning in line with the long or short-term corporate interests. It allows training and performance evaluation in parallel with the career plan. Career management aims to make the most appropriate career plan according to performance evaluation results. The system allows a comprehensive career plan to be made, from interviewing the personnel for career planning, to determining the training needs and taking them into training.
One of the most important reasons for the career management process in companies is to ensure that employees remain productive and successful in the company with job satisfaction. Employees tend to cooperate with the company continuously. They believe that the company will support them in achieving their goals and that their goals and career aspirations will be realized. The changing demands of the employees, keeping the successful ones within the company, promoting them, and revealing and developing talent have led to career development and management taking an important place in human resources planning in many organizations.
Managerial support of successful individuals for key positions has given importance to the career management approach. Considering the specific skills, abilities, knowledge and experience of individuals and their personal goals, especially in promotion and transfer planning, has also increased interest in career development. In order to motivate employees within the organization, it is very important for career management to know the wishes and desires of individuals about their career paths, goals and plans.
Career management is needed in organizations for both the individual and the organization. In today’s competitive conditions, with human beings as the most important input, organizations can realize their superiority in competition only by increasing workforce productivity, promising employees a good career, and ensuring their job satisfaction.
Another requirement of career management is the competition in the human resources market. Senior management needs to retain people at management levels where transfers are intense. Human Resources Management practices should create an environment where people can look to their future with confidence, plan their future and grow with the organization.
While career management aims to create horizontal or vertical career opportunities for all employees within the organization, it also aims to achieve the goals of the organization as soon as possible. It would be more useful to separate the benefits of career management as individual and organizational.
Benefits of Career Management to the Organization:
Helping Workforce Diversification
Establishing The Deployment and Enterprise Backup
Identifying Those to Promote
Equal Pay For Equal Work
Making Goal Setting Easier
Ensuring Institutional Mobility
Revealing Unrealistic and Hidden Expectations of Employees
Guiding The Management On How To Conduct Performance Evaluation, Training and Development, Compensation, and Other Systems Related To Plans
Benefits of Career Management for the Individual:
Making possible career choices with prior information
Better identifying the confidence (trust) and successive job skills needed to achieve different career goals
Clarifying and bringing coherence to suppressed and conflicting career goals
Fitting better career aspirations within the wider mosaic of life, encompassing workplace, family life, industrial change, and community membership
Providing career planning support to people with different backgrounds and education to ensure their integration with the organization
Facilitating the satisfaction of employee needs (such as esteem, recognition, seriousness, and self-actualization)
Ensuring that managers are aware of the physical, social, and mental capacities of employees
Enabling employees to activate their potential talents by determining their career goals in specific subjects.
Changes in the Definition of Work and Approaches to Work
General Increase in the Education Level of the Working Population
Increasing Complexity and Renewal of Business
The Rapid “Obsolescence” of Information forcing Businesses to Emphasize Career Planning and Development
Horizontal or flat structuring has become widespread instead of the traditional hierarchical structuring in institutions
The responsibilities and activities of the individual in career management constitute the subject of “Individual Career Management” However, it is important for companies to comprehend the issue of individual career management well to understand the expectations of employees better. A misguided career, lack of self-evaluation, and unrealistic promotion expectations can cause new and old employees to leave their jobs.
Individual career management is a broader concept than career planning. Planning is only one of the management functions. Other management functions are organizing, directing, coordination, and control.
The responsibilities of the individual in individual career management require them to engage in many activities. The planning of these activities, the organization of the resources and methods to be used for this purpose, the execution of the activities, the coordination of individual goals and corporate expectations, and the evaluation of the results are considered within individual career management.
In line with these explanations, we can define individual career management as “planning, organizing, performing, coordinating and evaluating the activities necessary for the individual to realize their work-life goals”
The main activities considered within the scope of individual career management are as follows:
Determining the individual vision,
Determining career goals,
Determining competencies,
Choosing a profession,
Setting business priorities,
Searching for job opportunities,
CV preparation,
Job application and application follow-up,
Job interview,
Getting started and orientation,
Adapting to the company culture,
Following professional innovations,
Managing business relations,
Demonstrating behaviors in accordance with the company’s training and career management policies,
Preparing for retirement life
Review of the current situation with individual career goals and taking necessary precautions.
Making possible career choices with prior information
Reducing the possibility of disappointing surprises in one’s work
Better identifying the confidence (trust) and successive job skills needed to achieve different career goals
Clarifying and bringing coherence to suppressed and conflicting career goals
Fitting better career aspirations within the wider mosaic of life, encompassing workplace, family life, industrial change, and community membership
Corporate career management is the process of planning goals and designing and implementing strategies that enable managers to satisfy the needs of the workforce and enable individuals to achieve their career goals.
Corporate career management involves the company support and alignment of employees’ individual career plans. The career management function is cyclical and continuous. Information is gathered, goals are set, plans and strategies are developed and implemented so that employees can become better aware of themselves and the world around them, and feedback is obtained to provide more information for ongoing career management.
Organizational management in career management: Seeks to harmonize the individual career plans of the employee with the needs of the organization in order to achieve these goals. Management supports education and training programs and ensures the improvement of employees during work.
Unless the activities of individuals and companies in this field can be integrated, they do not make sense on their own. If individual leaves their professional development entirely to the initiative of the firm, they cannot reach their career goals. This is because the career opportunities provided by the company are for individuals who make an effort in professional growth. The individual must know what they want and how to get it and must make a systematic effort in this regard. Just as an individual needs to have information about the recruitment system of the companies in order to systematically search for a job, the companies should also have an idea about the management system in order to show their professional development efforts systematically.
There is a close relationship between career management activities in companies and corporate success. In order for career management programs to be efficient and successful within the company, they must be supported by senior management.
Both companies and employees are in a process of rapid change. It is possible to say that these changes are the most radical changes since the beginning of the industrial revolution. The most important change has been in the quality of the workforce, in the level of qualifications. The management of these individuals, whom we call “knowledge workers”, has brought a different approach and leadership to the forefront in accordance with this change. The new managerial approach, in which the basic needs of the individual are met and creativity and talent are tried to be improved, has emphasized the dimension of work that serves the psychological needs of the people. Within this approach, organizations have made notable changes not only in management techniques but also in working conditions (flexible working hours, open communication, flexible work, etc.).
The changing demands of employees, maintaining the successful ones within the company, promoting them, and revealing and developing their talents have led career management to take an important place in many companies. Managers have become more concerned with the quality, not the quantity, of their workforce. Supporting successful individuals for key positions by the management has given importance to the career management approach.
Stockpiling employee skills and current goals for company use
Better diagnosing future human resource needs
Facilitating corporate change to better understand micro- or individual-level change
Facilitating individual change through those who prepare their own development plans
Anticipating different stages of development for specializations and different professions within the company
Revealing unrealistic and hidden expectations of employees
Retraining and mobilizing those in the workforce who are at risk.
Globalization has brought about radical changes in a number of areas, from the configuration of the workforce to global markets, from production technologies to workplace organizations where new management techniques are applied. In order to keep pace with changing external conditions, workplaces need to develop their human capital and provide a more flexible structure in workplace organization.
There are four factors that determine the success of corporate career management:
Career management should be planned
Senior management should support career management
Managers should not ignore career management programs and processes
Career alignment, which is considered the most critical factor of career management programs, should be given importance.
Career
Career planning
Career Development
CAREER PLANNING
Career planning can be defined as the process of programming work, training and other development activities that will enable employees to become aware of opportunities, options and results, to determine their career goals, and to determine the direction and time to reach these goals.
Today, the human resources department undertakes the efforts to be made in career planning. Career planning has become an indispensable practice of human resources management in order to increase productivity by bringing motivation, quality, individual and business goals together at a common point. Career planning is the planning of the progression or concrete promotion of the employee within the organization in which they work by improving their knowledge, abilities, skills and motives.
Nowadays, career planning is done by employees as well as organizations. A career planning system that is not supported by the management has no purpose. At this point, management also has certain duties. The role of the manager
Performance analysis,
Guidance and counseling,
Creating the feedback system,
Ensuring information flow,
Control,
Motivation.
The most frequently used techniques for career planning are: counseling workshops, self-development materials, courses, training seminars. In addition to these, reading and personal development books, skill, aptitude and interest tests prepared by the companies themselves, which are unique to the personality and culture of the company, can be cited. Besides, career counselors are employed for career planning in large enterprises. Career planning groups are formed under the guidance of the counselor. Job rotation, which means the horizontal relocation of employees within the company, can also be said to be an effective and frequently applied method in career management.
Technological changes and developments, changes in the nature of jobs, and future needs have led companies to emphasize career planning and development. Career planning generally serves the following purposes:
Effective Utilization of Human Resources: Assignment of employees in companies to the most appropriate position according to their abilities and wishes. At this stage, the company and the employee try to reconcile their requests at the most appropriate point. This point is a good standard of living for the employee, feeling good at the workplace, and increasing productivity and profitability for the company.
Evaluation of Employees for the Satisfaction of Promotion Needs: After a certain period of time in a company employees want to improve their situation. This is a need for the working person. Of course, the productivity of the individual working in the same position for years will be lower; in the same way, the company will not be able to benefit from the employee’s talents.
Evaluation of the Employee Entering a New and Different Field: In some cases, the employee may want to work in a new and different field, or the company may want them to be employed in a different field. Career management activities should be used in order that this new situation does not cause negative effects for both the employee and the company.
Improving Job Performance as a Result of Good Training and Career Opportunities: To improve job performance, employees should receive good training and benefit from career development opportunities provided by companies. For the newly recruited employee, it is required to have received training according to the job. However, it is important for employees who have been working in the company for a long time to be provided with in-company development opportunities in order to adapt to new situations and follow developments in order to ensure individual and company satisfaction.
Ensuring Employee Satisfaction, Loyalty, and Work Commitment: There are different elements of satisfaction that connect the employees working in the company to the company. The first of these is that the employee wants a wage at a level that can provide a good standard of living for the company. In the public and private sectors, a good wage level is an important factor that ensures the employee’s loyalty to the company and efficient work. Another factor is that the status occupied by the employee is respected or considered “important” by society. Of course, depending on personal desires, even if the wage is insufficient, positions that bring a high level of status satisfaction in the social sense may be preferred.
Better Determination of Individual Training and Development Needs: It is an important issue in the company-individual relationship that the individuals working in the company benefit from the necessary training opportunities and determine the needs for their individual development. In order to determine these needs in the best way possible, a continuous interaction between the company and the individual should be established.
It shows the promotion opportunities to the individual within the company and provides the opportunity to be promoted.
Allows managers to be better aware of employee characteristics
Enhances personal development
It provides career planning support to people with different backgrounds and education, enabling them to identify and integrate with the organization.
Increases loyalty to the organization
It allows individuals to mobilize their potential talents by setting career goals in specific areas
An effective career planning system has four basic stages:
Human Resources Planning: The main purpose of this stage is to know the personnel needs after a certain period and to develop human resources strategies to respond to these needs.
Individual Assessment: The aim at this stage is to evaluate the interests, skills, attitudes, expectations, and abilities of the employee who wants to make career planning.
Matching: It is the stage of comparing and matching the determined interests, skills, and expectations of the employees with the determined future personnel needs of the organization.
Career Development: The career strategy created in the previous stage is put into practice. The employee is subjected to certain activities. Job rotation, seminars, and financial support for undergraduate and graduate programs are examples of these activities.
Career development is the continuous self-development of individuals through a series of stages, each of which can be distinguished by a unique set of issues, themes and tasks, and the formal activities that the company offers to its employees in this regard.
Career development is a long-term process designed to assist employees in the management of their careers, covering the entire working life of the employee, and is the programs and activities required to achieve a personal career plan. It is therefore closely related to career planning functions.
Career development is the part of the process where organizational support comes into play. The career development process consists of the activities that organizations carry out for their employees to progress healthily in their professions and to improve themselves. In order to realize this, organizations should determine the promotion opportunities of employees and conduct performance evaluations. Activities such as training seminars, performance analysis, and orientation can be given as examples of career development activities of organizations.
The following are examples of different tools used in career development approach:
Individual Development Catalogs: To help employees prepare their personal development plans, an “Individual Development Catalogue” may be presented to them by the management.
Leadership Programs: These programs are designed to provide individuals with the competencies of the next higher level for which they are candidates. These programs increase the recognition of high-potential employees by the company’s senior management.
Mentoring Approach: The need to guide employees in their careers and development has been recognized by many companies. This role is traditionally performed by the immediate managers in many companies. However, in some international companies, this role is voluntarily performed by different managers. These people need to guide the employees, especially in line with the company’s strategy and goals. Therefore, the selection of the people who will serve as mentors is also important for companies.
Career Counseling Meetings: These meetings may be conducted by the Human Resources Department or may be supported by an influential leader in senior management or an external consultant. At career meetings, employees are introduced to the career opportunities offered in line with the company’s strategies and goals and the tools they can use for development.
An effective career development program consists of three basic components.
Determination of Career Needs: Some companies direct their employees to make their own plans and make the most effective decisions about their careers by applying psychological tests, simulation exercises, or subjecting employees to intense interviews.
Improving Career Opportunities: Organizations create career paths to satisfy the career needs of employees. In the determination of career paths, job analyzes are used, which enable job and job descriptions to be made first. By analyzing the job requirements of various jobs in different departments, multiple promotion paths in institutions can be determined.
Combining Needs and Opportunities: After the talents and needs of the employees are determined and the career opportunities of the institution are revealed, it is time to combine them and rank them in order of importance. Career mobility in the institution can be monitored through the systems created by the human resources department, which contains information about the age, seniority, and promotion status of the employees. The specific transfer and promotion decisions made by the management for each employee in the organization are the end point of career development programs.
Career Maps
A career map is a technique used to identify ways to move from one job to another within an organization. It is an organizational chart that includes all positions and identifies the transition paths between positions. On this chart, the positions that can be moved from one position to the next and the experience and competencies required for this are clearly defined.
On the Career Map,
Duties and responsibilities of the position (job description),
Qualifications required for the position (job qualifications),
From which other positions within the organization can the position be reached,
Which other positions in the organization can be transferred from that position are stated. Transitions between positions do not have to be vertical. It is also possible to switch between positions at the same level. These paths to be followed to reach a certain position are called career paths.
Four phases are necessary for the development of realistic career paths in a firm:
Identifying the skills, knowledge, and other qualifications required for various jobs in the workplace through job analysis
Identifying similarities between jobs based on content, knowledge, and skill requirements
Grouping similar jobs into job families
Establishing the logical progression line between these job families that would later represent career paths.
Career Counseling
The purpose of career counseling is to help employees explore career advancement opportunities. Career counseling is to inform people about career paths and requirements that will enable them to progress within the organization, taking into account the interests and wishes of people. Career counseling within the firm is usually provided by HR departments. This is because HR is a department that organizes the personnel, organizes the job description and the extraction of job qualifications, and thus has information about all positions in the company.
Apart from HR departments, experienced managers known as mentors can also provide career counseling. Mentors especially help young managerial candidates with the paths they should follow for their professional development and the skills that need to be developed.
Career Guidance
Career guidance is guiding individuals in their professional improvement by providing information about which books to read, which courses to take, and which consultants they should follow to develop certain skills, career opportunities, and training opportunities within and outside the company. Career guidance is, in a sense, providing consultancy services on individual career management within the organization as opposed to outside the organization.
Career Centers
Career centers are in-house organizations that contribute to the self-assessment of employees and provide training and consultancy services to support career management practices. These centers are advanced, functional, and institutionalized forms of career counseling and career guidance.
In particular, career centers offer the following:
Creating group workshops: Workshops in which employees assess how to develop their careers through self-diagnosis and input from other employees.
Creating written reading materials, organizing courses: Exercise books-workbooks with practical information on self-analysis, career planning, and setting career goals. In this way, employees get to know themselves, learn about their interests, find out about the appropriate opportunities, get to know their jobs, and develop their plans.
Transferring information about career paths and job requirements
Applying skill and ability tests: It is used to determine the level of competence of individuals in certain subjects.
Creating internal and external training and development programs
Career information systems: When a job vacancy occurs in the company, this situation is first announced within the company. The information in the career information center about the employees seeking jobs and careers within the company is compared with the characteristics of the vacant jobs.
Coaching
It is the technique of preparing a certain group for a certain goal by giving private lessons, conferences, and seminars. The coach is the external consultant assigned to improve managers’ managerial abilities and improve their individual weaknesses. Coaches are, in a sense, the private career guidance counselors of managers. At the same time, they help managers to achieve effectiveness in setting goals, motivating and evaluating employees, etc.
Training and Development Programs
They are activities that create changes in knowledge, skills, and behaviors in the desired direction with the aim of improving the competencies of the employees. Training and development programs can be carried out through on-the-job, in-house, or external training to improve adaptation to work, technical and management skills.
Job Rotation
It is the transition of the person to some other activities or tasks related to what they are doing at the moment, according to a predetermined program and the times stipulated in the program, and the realization of them in sequence. As a job design technique, it was developed with the aim of alleviating the monotony caused by automation in lower-level jobs; but as a result of its observed benefits, it has started to be used as a training technique in the development of managers.
Job Enrichment
Changing the content of work in such a way that employees are given more responsibility, more meaningful and attractive jobs, and more opportunities for success, personal development, and recognition
Internal Recruitment
A job announcement is prepared for the vacant position (including job description, job qualifications, place, time and conditions to be sought).
Company employees apply for the vacant position with the approval of the managers of the department they work in. The most qualified candidate is selected and the position is filled.
Advantages:
More detailed and realistic information about the candidates’ work and achievements
Easier and shorter duration
Candidates know the company and its culture, the adaptation process is very short
It is a good motivator.
Disadvantages:
It is impossible to fill all open positions with the current staff of the firm. If the qualifications required by the position exceed the qualifications of the personnel in the company, it becomes necessary to resort to outsourcing.
As a result of the company’s outsourcing of personnel, candidates with different knowledge and experience bring fresh blood to the company and contribute to the development of the company with new perspectives. If open positions are constantly filled by internal resources, the firm becomes stagnant after a while.
The company culture should be enabling for such a practice. The selection should be fair and objective, and the unelected candidates should not show vulnerability.
Promotion
Promotion is the assignment of an employee to a position at a higher level in terms of authority, responsibility, and, accordingly, wages. When the promotion process is done correctly, both the success of the company increases and the motivation and loyalty of the employees to the company increases. The main principles for promoting employees are seniority and competence. The success of the company in career management depends on the firm’s determination of a clear and objective promotion policy and its fair implementation. The conditions under which promotions will be made, by whom and how, and what qualifications are required for promotion to each position should be determined in advance and made available to all personnel.
Transfer and Relocation
Transfer or relocation is the assignment of an employee to a position in another location or to a similar position in the same job family in the current workplace while remaining at the same level in terms of position. In transfer or relocation, the level of authority, responsibility, and salary either does not change at all or changes very little. There is a horizontal change in the organization.
Dismissal
The reason for dismissal can be general or specific. Examples of general reasons are: economic recession, downsizing of the company or termination of its activities in a field. Specific reasons may include poor performance, violations of work ethics or breach of discipline.
Considering dismissal as a last resort and giving employees a chance to correct their behavior or improve their performance increases employee motivation and organizational loyalty. The correct selection of those to be dismissed is also crucial for the motivation of those who remain. Such an operation should be carried out in a short time and at once, the staff should be informed about such an operation and the remaining employees should be prevented from being uneasy. Outplacement is important in terms of motivation and organizational loyalty.
Pension
The issue of retirement is important for firms in three ways:
Practices to encourage retirement due to downsizing or other reasons
Determining the attitude of the company regarding how to benefit from retired personnel, for instance: Continuation of the personnel whose work is satisfactory in the same position in a retired status or utilizing such persons as mentors.
Supporting retiring staff to prepare them for their new lives. Such practices also have a positive impact on the motivation of existing employees.
Orientation Program
These are programs carried out with the aim of helping new recruits and those who have been promoted or replaced to adapt to their new jobs.
Executive Development
Equipping managers with the qualifications required for new working relationships has become an important career management practice. An executive trainee program is the recruitment and training of talented young people as future managers in accordance with a specific program within the determined career map. “Talent Pool”, on the other hand, is the training of talented managers or management candidates for senior management within a specific program and is a higher level of the management trainee program.
Corporate Succession
In companies, especially in the event that critical positions become vacant for various reasons, the work carried out to fill that position immediately by existing personnel constitutes the subject of corporate succession. “Succession Planning”, on the other hand, is the process of predetermining the candidates who will fill the positions deemed critical by the top management in the event that the person filling the position leaves. The “Succession Plan” is a confidential process known only to the human resources department and the top management.
Career management is directly related to all human resources processes. The functioning of an effective career management in a company depends on the functioning of an effective HR process.
The relationship between career management and human resources processes is itemized below:
Personnel Organization
Determining the jobs to be done and the personnel to do these jobs in order for companies to achieve their goals is the subject of personnel organization. Job analyses, job descriptions, and job qualifications used in personnel organization form the basis of the career map used in career management. In an organization without a career map, other career management practices such as promotion, executive development, and corporate succession remain hollow. Therefore, in order to evaluate the career management practices of companies, we need to know how they form their personnel organization and which tools and methods they use.
Personnel Planning
Determining the number and quality of personnel that companies will need in the future is within the scope of personnel planning. If personnel planning is explained in more detail; it is the process of estimating the organizational structure to be created depending on the future business plans of the company and determining the manpower requirements that may be needed in parallel with this. The data obtained from the personnel planning process constitutes the input of career management. The company shall start to develop the personnel needs it will need in the future through career management tools and practices.
Recruitment
Companies that establish an efficient recruitment system, implement it successfully, and select their personnel in accordance with their needs make a good start for career management practices. However, it is as important to keep qualified personnel as it is to hire them. This, along with other human resources processes, depends on the effective use of tools in the career management process. Internal recruitment is also an important career management practice. In addition, the extent and manner in which the firm utilizes internal and external resources are also directly related to the career management process.
Performance management
The evaluation and development of the contribution of employees to the realization of company objectives is the subject of performance management. In addition to the results of the performance of individuals, it also provides information that constitutes the basis for career management, such as their strengths or aspects that need to be developed and the training needs required for better performance. The data of the performance system will provide the information needed for the career management system in making decisions regarding the promotion of individuals in the life of the organization, the necessary training for the jobs they are promoted to, and the horizontal job changes.
Training Management
The career management process both provides input to the training management process and benefits from its results. Both training management and career management processes regard the development of the firm’s human resources as the ultimate goal. Training management provides important support to the professional development of employees. Some training management practices (orientation, executive development) are also perceived as career management practices.
Compensation Management
The periods, criteria, and amounts of wages to be paid to employees constitute the subject of wage management. As a result of the promotion process, which is a significant career management practice, the positions of individuals and accordingly their wages change. In addition, in some transfers and relocations, although the position level remains the same, the wage level may change due to regional differences.
Motivation Management
The provision of a work and relationship environment that enables employees to perform their work effectively and efficiently is the subject of motivation management. Successful practices in other human resources processes contribute to the creation of the work and relationship environment that is the goal of motivation management.
Career management practices are also very important tools in increasing staff motivation. The company’s motivation management practices also encourage the professional development of employees.
Personnel Affairs
Personnel affairs draw the legal framework of human resources practices. Firms have to stay within this legal framework in their career management practices. The limits of career management practices such as dismissal and retirement are largely determined by legal regulations.
6 EFFECTIVE WAYS TO BUILD A CAREER AT A YOUNG AGE
The 20s are difficult for many people, especially if we live in Turkey. It is not easy to internalize the career concept that is put in front of us after spending most of our lives in school, primary, secondary, high school and university. When some of us add the quarter-life syndrome, which is a difficult concept, to this concept, we can get out of the career focus and find ourselves in a state of depression. Here are 6 tips that will help you chase success at an earlier age, instead of these behaviors that can delay a successful life:
- Have a Vision
A person without a goal will not have any wind at their back. It is important to set your career goal when you are at the beginning of your career, even before you have started. Being able to close your eyes and feel this goal and even writing it down on a piece of paper will motivate you. Planning your life by years and determining what you will do in your 20s, 30s, and 40s will guide you towards success.
- “Get Started” Before You’re Ready
In these early years of your career, don’t let being the best at your job be your primary concern. This will both deprive you of the luxury of making mistakes and put unnecessary pressure on you. Instead, take on tasks that will improve yourself and help you realize your career goals. Remember that when you wait to be ready, you will never be ready.
- Find Yourself a Role Model
Instead of the insatiability of the younger years, you will find it easier to focus on more concrete goals. By the age of 35, you will find that you cannot do most of the things you are trying to do now, but you have specialized yourself in some areas. It will be important for your future success to discover these points early on and focus on them, even finding a new role model for yourself at this point.
- Learn to Save Money
Very few people will get what they deserve at the beginning of their careers. If you are not one of these lucky ones, keeping track of many will be a calming measure for success. When the time comes, you can get rid of the stress of a job you don’t want with these savings or bring your future dreams closer without leaving them too far away. If you think of your savings as small gifts that will bring you to your future dreams instead of restricting yourself while saving, you will not be stressed.
- Choose Your Friends Well
In your 20s, you learn the biggest lesson by studying the people with whom you spend time. Because the circle you are in is one of the most important data that defines who you are and a career that you will shape with friends who are aware of this, who support you, who enable you to use your skills wisely, who have made their own paths, will be the perfect blueprint for success.
- Know That You Are More Than Your Job
Last but not least, you need to be aware that it is not all about seniority or payroll. You are an individual who means something outside of your job and doesn’t let that fade into the background.
