MGT5DPP: Career Self-Management Implications Essay Analysis

This essay delves into the concept of career self-management, analyzing its significance for human resource development practitioners, organizations, and individual employees. The essay explores how individuals gather information and plan for their career development, emphasizing the importance of self-awareness, communication, and the ability to manage stress. It highlights the role of organizations in supporting employees through training, guidance, and fostering leadership skills. The essay also examines the implications of career self-management for HR practitioners, including their responsibility in developing career programs, providing counseling, and ensuring the supply of talent. Furthermore, it discusses the benefits of career self-management for individuals, such as increased career satisfaction and the ability to navigate career transitions. The essay references various academic sources to support its arguments and provides a comprehensive overview of the topic.

Running Head: HRM 0
Developing People

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Career self-management: Implications of Career self-management on the human
resource practitioner, individual and organisation
Career self-management is said to be the degree from which an individual collects the
information and further make appropriate plans for solving the career problems. it is also
founded that the people tends to collect the information related to the career in order to find
out the job opportunities as well as personal competence for taking the proper decision
related to their career (Wiltson, 2017). Therefore, career management is said to be the
method of problem solving through which individual tend to gather the relevant or essential
information through career exploration. It also helps in developing the awareness about the
person as well as about the environment (Jackson
By ensuring the career self-management, an individual is able to understand its
strength and weakness prior making any decision related to their career. By seeking
appropriate information regarding their career, it also proves to be effective in their whole
process of career management. In order to effectively help the individual in their career, it is
required by the organisation as well to help the person. However, some of the personal efforts
are also required in the employees to advance their own career (Cook & Maree, 2016). It is
also found that the self-management skill is one of the effective practices who have decided
to become more productive. The essential skill for the career self-management is the ability
of the person to resist the situation of stress. Using this technique, a person tends to avoid
those people who are creating stress. Communication also proves to be one of the effective
tool in order t collect the valuable information regarding several things. Organisation can also
help the employees in providing the necessary information for the career enhancement of
individual (Noe, Hollenbeck, Gerhart & Wright, 2017).
Career self-management can help the employees in managing themselves. In the
recent time, employees are having the high degree of freedom as well as autonomy. It directly
means that the workers are required to be manage themselves. Self-management is therefore
means finding the self control. It is critically stated that not every employee require the great
degree of freedom, some also requires the more information, people as well as distraction by
ensuring higher level management skills (Chong & Leong, 2017). Organisation can
successful implement the self career management by putting emphasis on the retainment of

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competent team. by recognising the strength and weakness effectively, it will hold the
potential and ability to dial on the proper objectives. If employee will be motivated, they will
definitely share the commitment in turning the goal into reality. In order to prove effective,
every person has his or her own way. Organisation will required to assume the leadership
role. It is because there are many employee who work remotely. It becomes essential to foster
the skills of leadership in the employees at every level in the organisation. The growing
emphasis on the fostering of leadership across the whole organisation will prove to be
effective for the employees in their career self-management. the promotion of self-
management can also be initiated by the organisation. when people will be self-regulate and
self-aware, they will be more effective. By breaking down the challenges and identifying the
proper outcome, the large volume of information will be generated. It is also true that the
most successful organisation tends to provide the right guidance and tools to its people in
carving their path that leads to the competitive success and performance (Guo, Wang &
Wang, 2019).
Human resource practioners are also responsible for the carer management of the
employees. By developing the right kind if programs related to career development, it can
make the people to grow properly (Greenhaus, Callanan and Godshalk, 2018). It can be
possible by retaining the competent, skilled as well as talented employees at the organisation.
Human resource practioners can effectively organise the development programs in order to
identify the pool of talented employees in the organisation who are available for posting and
promotion. It is rightly stated that human resource development practitioners and career
development have the direct link. Career management helps in ensuring the supply of talents
and abilities. By ensuring the proper training for the employees, it is effective for the human
resource practitioner to help them in their career management. Training helps the employees
in knowing several things that the can implement in their real life scenario. Training also
motivates the employees to think in broad aspect. Using such aspects, HRD practioners can
assist them in their career management (Coetzee & Schreuder, 2018). However, training not
only proves to be effective for the employees. Several other things re also required besides
training. For example- if employees will not implement the things whatever they have learn
in the training, it will not effective for them to implement those things into the practical life.
Counselling is the most effective method that can help the employees in deciding better
things about the career. Individual always lack of proper guidance and information is not
provided to them. The human resource management practitioners, also provide counselling at

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the same time,, in order to help the employees in their career advancement (Wilton, 2016).
Time to time discussion is also needed in this aspect. The major critical side of counselling is
that several times employees do not speak everything true. It leads to the wrong counselling
of the employees career and growth aspect. This also led to the wastage of them in other field
(De Vos and Cambré, 2017). After some time, if that individual comes to know that it was
not the thing that he or she wanted. This will put the person in the situation of stress or
depression. Further, it will lower down the productivity or might be that person will leave the
job. Due to this, it is essential to provide them proper guidance (Lent, Ireland, Penn, Morris
& Sappington, 2017).
An individual if ensure the proper usage of the career self-management, it can achieve
success and growth (Jung and Takeuchi, 2018).The self-management behaviour among the
individual can enhance their control over the career. It will further lead to the career
satisfaction. Efforts are also required by the individual to share the proper direction for their
career (Hu, Hood & Creed, 2017).The development of greater self control over the vocational
behaviour has also become significant for the individuals for constructing the satisfaction
course of life. In the recent study, it is also founded that the young adults who possess the
competencies related to career are always better in meeting the demand. Individuals are also
required to learn the time management. Time management will help them in knowing which
thing to do at the particular time. as there is always the right time to think about any
particular activities in order to grow in the career (Ireland & Lent, 2018). Similarly,
individuals are also required to network either informally or formally. This will help them in
knowing the several job opportunities. on the other side, it is also stated that the career self-
management helps in gathering the information that further helps the member to prepare
themselves for the movement whether it is external or internal. If individual will give proper
focus on knowing the information that can be collected for the effective decision making, it
will be able to manage the career development in proper manner (Lent, Ezeofor, Morrison,
Penn & Ireland, 2016).
In this way, career management has given the emphasis on the individuals for collecting the
career related information for exploring the job opportunities for ensuring the better making.
However, the career self self-management is not only required to put emphasis on the
mobility. In order to manage the own career, an individual can also take the new roles and
responsibilities positively. The positive outlook will definitely help the person to collect more

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information on the new ideas. Self-monitoring also proves to be effective in this regard.
Organisation can also take several measures such as it can provide training or some
discussion. Training helps the person to increase their knowledge and skills in the varied
field. It also assists the employee to get informed about their strengths and weaknesses.
According to that, individual can work more on its strength and try something different for
removing the weakness. Due to this, the result can be analysed that it is the joint
responsibility of the person as well as organisation who are employing them. This will ensure
the success in the personal effort of the employee made more the own career. The employees
in their field require a proper counselling and guidance so that they can move accordingly
and achieve success.

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Referenecs
Chong, S., & Leong, F. T. (2017). Antecedents of career adaptability in strategic career
management. Journal of career assessment, 25(2), 268-280.
Coetzee, M., & Schreuder, D. (2018). Proactive career self-management: exploring links
among psychosocial career attributes and adaptability resources. South African
Journal of Psychology, 48(2), 206-218.
Cook, A., & Maree, J. G. (2016). Efficacy of using career and self-construction to help
learners manage career-related transitions. South African Journal of Education, 36(1).
De Vos, A. and Cambré, B. (2017) Career management in high‐performing organizations: A
set‐theoretic approach. Human Resource Management, 56(3), pp.501-518.
Greenhaus, J.H., Callanan, G.A. and Godshalk, V.M. (2018) Career management for life.
Routledge.
Guo, W., Wang, L., & Wang, N. (2019). Research on the impact of career management fit on
career success. Asia Pacific Journal of Human Resources.
Hu, S., Hood, M., & Creed, P. A. (2017). Negative career feedback and career goal
disengagement in young adults: The moderating role of mind-set about work. Journal
of Vocational Behavior, 102, 63-71.
Ireland, G. W., & Lent, R. W. (2018). Career exploration and decision-making learning
experiences: A test of the career self-management model. Journal of Vocational
Behavior, 106, 37-47.
Jackson, D., & Wilton, N. (2017). Perceived employability among undergraduates and the
importance of career self-management, work experience and individual
characteristics. Higher Education Research & Development, 36(4), 747-762.
Jung, Y. and Takeuchi, N. (2018) A lifespan perspective for understanding career self-
management and satisfaction: The role of developmental human resource practices and
organizational support. Human Relations, 71(1), pp.73-102.

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Lent, R. W., Ezeofor, I., Morrison, M. A., Penn, L. T., & Ireland, G. W. (2016). Applying the
social cognitive model of career self-management to career exploration and decision-
making. Journal of Vocational Behavior, 93, 47-57.
Lent, R. W., Ireland, G. W., Penn, L. T., Morris, T. R., & Sappington, R. (2017). Sources of
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test of the social cognitive model of career self-management. Journal of Vocational
Behavior, 99, 107-117.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
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Wilton, N. (2016) An introduction to human resource management. Sage.