The conventional attitude of career seekers has changed over the course of developmental changes in businesses. Earlier, fresh graduates typically searched for the right domain and submitted themselves to these companies for life. This conventional setup stretched up to the employees’ old age and then they refuged into a retirement plan. Things have changed which have also changed the attitude of employees towards their career choice. According to research, today the employee work years in an individual company hardly exceeds the 4 years. Experts regard this situation as: the structure and design of organizations is in need of amendment. It is agreed now that if a more flexible aura is provided to the employee the more employees will be secured by the organization.
The issue is that this attitude of employees is much more deep, which cannot be resolved by shallow flexibility and benefits provided by the company. This issue leads to a fundamental contrastive concept, the meaning of career, how the particular organization interprets the ‘career’ needs of an individual.
Career and economy
The companies back up the economy and through these companies, employees are adjusted, adapted and organized into their respective domains of work, this creates the economy. There are specialists, specialists of marketing and sales etc. The specialists connect with the network of IT and businesses and generate functions of different areas as: marketing, sales, logistics, HR & Payroll etc. This is the model of a company, with its own specific career concept, whose functions have grown into career paths today. Companies follow either professional careers or managing, the individuals in managing careers manage and lead. The professional career oriented individuals gain expertise in their specific skilled area. With time, the professional career is now deemed less significant and has declined.
An HR professional
An HR professional today must have competency in different domains, such as managing and using technology, modelling and assessment. An HR leader should also be able to communicate with other business leaders, all these skills are evident to make him a professional in his profession. Basically these very professional roles define the companies’ structure and design.
“The use of technology have redefined the concept of career for employees. The organizations manage their employees and projects into individual functional teams; this structure of teams helps employees collaborate with each other. This design also inculcates the learning prospects for the employees.”
HR software for individual career growth
HR software make this space in organizations in order to develop the employees’ talent. In monitoring of training sessions, learning programs for every employee, coaching and this information managed through HR software makes able the company to evolve with individual career development of employees. This implementation of HR software under this organizational design will mentor the individual career growth of the employees and endures the mutual progress.
PeopleQlik HR & Payroll software can manage this mentoring process in the whole organization. It can manage and organize the employees’ information regarding their skills, experience and learning programs. The organizations can easily handle the large amount of information through this HR software, where otherwise management of individual information gets redundant and error prone. PeopleQlik software can aid in giving the performance outcomes of employees, along with the management from the beginning of their recruitment applications.