Economics. Section 5. Human Resource Management

Erontaev Abidulla, P'yanov Alexander

North-Caucasian Federal University

Some aspects manipulated business career

Today, management of business career to become one of the most important functions of human resource management organizations. It is difficult to divide the activity of the head on the management of the organization and management of people. The goals and interests of employees are inextricably linked to the aims and objectives of the organization. Every employee of the company comes to her not as a mechanism for performing certain actions and operations, as well as a reasonable, thinking individual, has its own motives, aspirations, and emotions, share certain values and morals.

Given the importance of career staff for the organization and for the individual issues of development the subject of several studies. A considerable part of them is aimed at studying the content of a career, its kinds, types, stages of development and is exploring current ideas about the career personnel, the motives of career aspirations and their consistency with the career management methods in domestic organizations.

The process of career management development as a general practice, as well as the subject of research at the present stage is also experiencing a number of difficulties. So, quite often there are contradictory, inconsistent and somewhat illogical recommendations based on translations of western special literature, not sufficiently adapted to the realities of the Russian economy. Nevertheless, the use of international experience in the study of the issue management career opportunities based on the works of such authors as R. Beblin, K. Blanchard, P. Hersey, F. Herzberg, John Holland and others.

A domestic career management practice in an organization is not characterized by a great variety of definitions of the concept, as well as the presence of a single integrated method of forming a career management system in the organization. Nevertheless, a number of works of Russian authors there and deserves immediate attention. Among them, the work of A. Bazarov, A. Egorshin, P. Zhuravlev, A. Kibanov, V. Shapovalov.

Summarizing the features contained in the existing definitions of this concept, we offer the following definition.

Business career – is the progressive advancement of the individual in any field of activity, change of skills, abilities, qualifying opportunities and remuneration associated with the activities. It finds its expression in moving forward on the path once chosen activities to achieve higher status, obtaining greater powers, etc. Therefore, career is not only a promotion. You can talk about a career as an activity.

Particularly acute this problem is facing growing companies that are developing new projects, opening up new areas of activity and enter new markets. What in fact is meant when people talk about the lack of good staff? Workers on the labor market there. The issues that the company in the person on the staff must ask us: How can these workers bring to their company? How to keep them (as new as the old – so it was not necessary to look for new ones)? How to improve their performance, motivation and get the full benefit of their work? What causes such an approach, we see the labor market: employees actually dictate their conditions and often “look around” in search of the best deals. It is not necessary to mention about the efficiency and motivation.

Wages and working conditions are of course important, but not enough. The well-known psychological fact is that an increase in wages to motivate the employee ceases in 2 – 5 months. It is also an attempt to attract, motivate and retain employees, relying only on the material component, leads to higher wages, breaking expectations of the company and the employee. As a result, there is a situation which can often be seen: good managers and professionals every year moving from company to company, raising itself salaries by 20 – 30%, and sometimes return to the company, where he once worked, but on a new level of salary.

Companies, realizing that higher salaries leads them into a vicious cycle, and does not give the expected returns in productivity, start looking for a variety of non-material forms of motivation and retention of employees. We will not list them here, only a reservation, that most of them require companies material costs and work for that employer for relatively little money offer people what they are for the same money, issued on his hands, cannot receive.

Themselves as employees, motivating only financially, first, as already noted, the motivation to lose pretty quickly, and secondly, their goals have a very short time horizon – they seek to improve their short-term value and have no long-term strategy. Frequently changing jobs, they do not set goals, and often do not have the opportunity to develop skills such as leadership, strategy, people management, participation in long-term programs and bring them to the end.

The desire for immediate self-realization, that is an interesting activity, pleasure from the result and from the activity itself is a very strong and important motivator. What kind of work will give the man a self-realization? Here are all individually and is based on the use of our strengths, “talent” as they are called in the western literature. When a person is in their daily work the most of their talents, such work does not seem heavy and dull, is easy and brings a sense of satisfaction. In the hierarchy of needs by Abraham Maslow, self-realization is considered to be the highest human need. Modern identity theory also attributed it to the main motivating factors. And unlike other external factors, this motivation is internal, coming from his own “I am”, and it is able to induce surrender.

Many executives embarking on career planning of their staff, as a rule, after the certification. Certification allows you to identify the most promising members of the team that can achieve the greatest success in their professional activities. employee career management is not only setting goals of its professional development, but also in the definition of the means to achieve these goals.

On the career development have significant impact characteristics such as:-

- the level of intelligence;

- special skills;

- knowledge;

- competence;

- awareness;

- certain personality traits;

- Human needs.

Each person needs to plan for their future, their career based on their needs and socio-economic conditions. Proper self-assessment of their skills and traits business requires knowledge of himself, his strength, his weaknesses and shortcomings. Only under this condition can be properly put career goals.

The goal of career cannot be called a field of activity, some work, position and place on the ladder. She has a deep content, and appears in the reason that people would like to have this particular job, hold a certain step in the hierarchy of posts.

Managing a career in the process, you must:

1) to expand their knowledge, acquire new skills;

2) to prepare themselves to take a higher-paying position, which will soon become vacant;

3) to know and appreciate other people, important for a career;

4) to remember that everything in life is changing (the employee, his knowledge and skills, market, organization, environment), to evaluate these changes;

5) to take into account that in the field of career decisions are almost always a compromise between desires and reality, between the interests of the employee and the organization.

Organizations create special techniques and professional development management system, preparation of reserve managers, career development. Human technology is organically included in the personnel management structure, have the specifics, the object of their exposure and have important managerial functions.

References

[1] Abraham Maslow, “Motivation and Personality” (St. Petersburg: Publishing House “Evrasia”, 1999), 479.

[2] Aelita Markova, “Psychology of professionalism” (Moscow, Publishing House “Znanie”, 1996), 318.

[3] Valery Polyakov, “Career Technology” (Moscow: Publishing house “Delo”, 1995), 126.

[4] Valery Shapovalov, “Professional career” (Stavropol, 1999), 145.