Asmeninės karjeros valdymo įvertinimas paslaugas teikiančiose Šiaulių miesto organizacijose

LTStraipsnyje nagrinėjami karjeros poreikio, galimybių ir valdymo ypatumai. Aptariama asmeninės ir organizacinės karjeros samprata, jos svarba asmenybei bei organizacijai. Apibūdinamas karjeros valdymo procesas ir jo metu išryškėjęs karjeros valdymo modelis. Atskleidžiamos karjeros valdymo ypatybės paslaugas teikiančiose Šiaulių miesto organizacijose. Daugelis žmonių svajoja turėti mėgiamą, gerai apmokamą darbą, įsitvirtinti darbovietėje pasiekti karjeros aukštumų. Kadangi ne kiekvienam pavyksta pasiekti gerų rezultatų, būtina išsiaiškinti, kokios priežastys tai lemia. Žmogui svarbu dirbti, ne tik todėl, kad gautų atlyginimą bet ir todėl, kad galėtų realizuoti save, interesus, atskleisti save, gauti tinkamą pripažinimą. Straipsnyje teoriniu aspektu apžvelgiamos asmeninės ir organizacinės karjeros sampratos ir karjeros svarba asmenybei bei organizacijai. Atskleidžiama karjeros valdymo ir modelio būtinybė, siekiant tinkamai ir sėkmingai valdyti karjerą. [Iš leidinio]Reikšminiai žodžiai: Asmeninė karjera; Karjeros galimybės; Karjeros poreikis; Karjeros valdymas; Organizacinė karjera; Career management; Career opportunities; Need of career; Organisational career; Organizational career; Personal career.

ENTwo different perceptions of carrer are possible: one is related to specific activity and person and another is related to activity depending on the organisation. Personal and organisational careers differ in their direction, term, opportunity and occupation. Personal carrer depends on the individual himself and organisational on the involvement of the organisation and its employees. Career is understood as promotion in position, social status, professional and social achievements, stimulus making a person to strive for better work results. Ability to manage carrer gives the person and organisation a chance to improve, to strive for set goals and to take efficient decisions. In order to successfully manage career, all its management functions arc equally relevant, starting with planing, organising up to control and result assessment. It is necessary to react to changes in an adequate manner, to observe the environment and to be able to adapt to variating changes of the environment. The survey results have demonstrated that employees from organisations „V“, „S“ and „T“ are in need to for strive career. However, respondents from different organisations understand carrer and its management in a rather narrow way and do not consider the main factors ensuring the successful personal career.Therefore, perspectives of personal career are estimated as rather obscure. Referring to the fact that employees lack understanding about their personal career, it is possible to make a conclusion that organisations pay insufficient attention to the career management. The career management is not a cultural element integrated into the organisation and therefore organisations should improve their career management when expanding their employees' understanding of a career as the permanent personal improvement, more efficiently applying the latter as an additional motive for quality and results of the activity. At the same time, this means higher obligations of the organisation towards its employees. [From the publication]