Contemporary Issues in Human Resource: Career Management Analysis

This report delves into the contemporary challenges faced by human resource managers, with a specific focus on career development through the lens of the traditional career management model. It outlines the key issues, including technological advancements, workplace diversification, and legislative changes. The core of the report centers on the four stages of career management: self-assessment, reality check, goal setting, and action planning. The self-assessment stage involves employees identifying their strengths, weaknesses, and interests. The reality check stage provides feedback on the employee's skills and their fit within the company. Goal setting involves establishing both short-term and long-term career objectives, while the action plan stage outlines the strategies for achieving these goals. The report references key academic sources to support its analysis of each stage and the overall model.

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TRADITIONAL CAREER MANAGEMENT MODEL
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There are several issues and challenges that human resource managers face in the today
world. These issues may comprise technological changes, diversification, legislations affecting
the workplace and many others. This paper seeks to explore the issues concerning career
development using traditional career management model.
Career management is a continuous process that occurs throughout the career of an
individual. It’s the process through which employees become aware of their strengths,
weaknesses, values, identify career goals and come up with an action plan to achieve those goals.
The model shows the process workers progress in stages and each stage is characterized by
different tasks, roles, activities. There are four stages of career management. They include; self-
assessment, reality check, goal setting and action planning. (Greenhaus, 2009)
The first stage is self-assessment whereby employees try to use the information available
to identify their career interests, behavior, tendencies, and aptitude. This is often a psychological
test. Reality check is the second stage where employees receive information about how the
company evaluates their knowledge and skills and where they have a proper fit with the
company's plans.
Goal setting is the next stage which involves the process of employees coming up with
long term and short term objectives to be achieved in their careers. The action plan is the last
stage. Employees determine the strategies that can help them meet the objectives set. The plan
ought to be clear, complete and current and should be subject to the changing trends in the
organization (Chang 2002, p. 10)

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