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Career management is a personal function a person do to achieve goals related to a timeline. A systematic career management is when a person ranks and jobs on a up heading slope, for example:
1994 - 1998: Sales representative
1998 - 2000: Sales representative supervisor
2000 - 2004: Sales Director
2004 - 2010: Operations Director
2010 - 2014 Vice President for Operations
2014 - 0000 CEO
Giving the fact that this example plan above is written in 1994, and adjusted when needed each year,
The career management process begins with setting goals/objectives. A relatively specific goal/objective must be formulated. This task may be quite difficult when the individual lacks knowledge of career opportunities and/or is not fully aware of their talents and abilities. However, the entire career management process is based on the establishment of defined goals/objectives whether specific or general in nature. Utilizing career assessments may be a critical step in identifying opportunities and career paths that most resonate with someone. Career assessments can range from quick and informal to more in depth. Regardless of the ones you use, you will need to evaluate them. Most assessments found today for free (although good) do not offer an in-depth evaluation.
The time horizon for the achievement of the selected goals or objectives - short term, medium term or long term - will have a major influence on their formulation.
1. Short-term goals (one or two years) are usually specific and limited in scope. Short-term goals are easier to formulate. Make sure they are achievable and relate to your longer term career goals.
2. Intermediate goals (3 to 20 years) tend to be less specific and more open ended than short-term goals. Both intermediate and long-term goals are more difficult to formulate than short-term goals because there are so many unknowns about the future.
3. Long-term goals (Over 20 years), of course, are the most fluid of all. Lack of life experience and knowledge about potential opportunities and pitfalls make the formulation of long-term goals/objectives very difficult. Long-range goals/objectives, however, may be easily modified as additional information is received without a great loss of career efforts because of experience/knowledge transfer from one career to another.
4. 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 now and in the future, more than in the past.
5. 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.
6. Managing 'boundary less' careers – refers to skills needed by workers whose employment is beyond the boundaries of a single organization, a workstyle common among, for example, artists and designers.
7. 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.
Because with out systematic we go to fail and chaos
ALL OF THE ANSWERS IS TRUE .............
Dear Mohammed:
To answer your Question specifically let us have 1 minute on definition.
Career management is the combination of structured planning and the active management choice of one's own professional career. The outcome of successful career management should include personal fulfillment, work/life balance, goal achievement and financial security.
Structured Career management is the combination of structured planning and the active management.
Structured Planning is a process for finding, structuring, using and communicating the information necessary for design and planning. It is a front-end process for developing concepts.
So now the direct answer is it’s a type of career management in which you think on where u are, Do SWOT analysis for self and plan to ACT for what u want to do in your career, how u reach at that level and what u have and what u want to develop.
very important to organize work and ensure it walk in right way without any mistake
Thanks
Colleagues Tariq Babaker and Abdulrehman Alzugaibi covered the question by their great answers
Brilliant answers, I have learned something new from reading them. Thank you all.
Systematic management is an approach to management that focuses on the management process rather than on the final outcome. The goals to this approach to management were:
To create specific processes and procedures to be used in job task completion
To ensure that organizational operations were economical
To ensure that staffing was adequate for the needs of the organization
To maintain suitable inventory so that the demands of consumers could be met
To establish organizational controls
This type of management approach was the first to directly link orderly operations, human resource management, and communication to organizational success.
Major Theorist
There are several key individuals who can be credited with the development of the systematic approach to management. Adam Smith was the earliest theorist to contribute to the idea of a need for a system in management. His book 'Wealth of Nations', published in 1776, brought about the initial belief that division of labor was the best way to increase productivity
