195108

ORTA DÜZEY YÖNETİCİLERİN KARİYER PLANLAMASINA BİREYSEL PERSPEKTİF

Bireysel kariyer planlama, işten çok birey üzerinde odaklanmakta, onun amaç ve yeteneklerinin analizinde yoğunlaşmaktadır. Bireysel kariyer planlama sürecinde birey, özdeğerleme, bireysel kariyer hedeflerinin tespiti, örgüt içi ve örgüt dışı olanakların incelenerek kariyer yollarının tespiti, kariyer planları ve çalışma programlarının yapılması ve geribildirim faaliyetlerini gerçekleştirmektedir. Araştırmada, bir holdingin orta düzey yöneticilerinin kariyerlerini bireysel olarak ne ölçüde planladıklarını ve kariyer kararlarında etkili olan faktörleri belirlemek amaçlanmıştır. Araştırma bulgularına göre orta düzey yöneticiler kariyer planlama sürecine ilişkin bireysel sorumluluklarının tam olarak bilincinde değillerdir ve sistematik bir bireysel kariyer planlama gerçekleştirememektedirler. Yöneticilerin kariyerlerine yön veren birincil faktörün aile olması ve kariyer seçimlerinde etkili olan en önemli faktörün yüksek prestij ve statü olması, araştırmanın diğer önemli iki bulgusudur

INDIVIDUAL PERSPECTIVE TO THE CAREER PLANNING OF MIDDLE LEVEL MANAGERS

Individual career planning focuses on the individual rather than the job and concentrates on the analysis of his/her purposes and skills. During the individual career planning process, the individual performs such activities as self-evaluation, determining individual career objectives, determining the career paths after analyzing the opportunities within and outside the organization, preparation of career plans and work programs, and feedback. In this study, the investigation of the extent of individual career planning activities of middle level managers in a corporation and identification of those factors affecting their career decisions were aimed. According to the research findings, middle level managers were not fully aware of their personal responsibilities regarding the career planning process and were unable to realize a systematical individual career planning. The fact that the primary factor shaping the managers' career is family and that the most important factor affecting the career selection is prestige and status were the two other important findings of this study

Keywords:

Career, individual career development middle level managers,

PDF

___

Aras, E. (1997) “Esnek İşgücü”, Human Resources, 1(1), 42-43.

Aydemir, N. (1995) 2000’li Yıllara Doğru Özel Sektör İmalat Sanayiinde İnsan Kaynakları Yönetimi ve Kariyer Arayışları, TÜGİAD, İstanbul.

Aytaç, S. (1997) Çalışma Yaşamında Kariyer: Yönetimi, Planlaması, Geliştirilmesi Sorunları, Epsilon, İstanbul.

Aytaç, S. (2000) “İşgücü Verimliliği Açısından İşletmelerde Kariyer Geliştirme Sistemi”, Verimlilik Dergisi, 2(3), 49-77.

Bagshaw M, “Creating Employability: How Can Training and Development Square the Circle Between Individual and Corporate interest?”, Industrial and Commercial Training, 28(1), 16-18.

Bennis, W. ve Powell S. (2000) “Great Groups and Leaders”, Career Development International, 5(2), 112-115.

Blair, L. (2000) “Beyound the Square: Career Planning for Information Professionals in the New Millennium”, New Library World, 10(1), 175-179.

Clarke, A. (1997) “Survey on Employability”, Industrial and Commercial Training, 29(6), 177-183.

Counsell, D. (1999) “Career in Ethiopia: An Exploration of Careerist’s Perceptions and Strategies”, Career Development International, 4(1), 46-52.

Gordon, E. E. (1997) Opportunities in Training and Development Career, VGM Career Horizons, Illinois.

Havey, P. ve Butcher, D. (1998) “Those Who Make a Difference: Developing Business Through Developing Individuals”, Industrial and Commercial Training, 30(1), 12-15.

Jensen, G. D. (2001) “In Pursuit a Goal”, BioPharm, 14(3), 54-55.

Kaynak, T. , Adal, Z. , Ataay, İ. , Uyargil, C. , Sadullah, Ö. , Acar, A. C. , Özçelik, O. , Dündar, D. , Uluhan, R. (1998) İnsan Kaynakları Yönetimi, İ.Ü. İşletme Fakültesi Yayını, Yayın No. 1125 , İstanbul , 231.

Lama, D. ve Cutler, C. H. (2000) Mutluluk Sanatı, Güneş Tokcan (Çev.), Dharma, İstanbul.

Lau, A. ve Pang, M. (2000) “Career Strategies to Strengthen Graduate Employees’employment Position in the Hong Kong Labour Market”, Education-Training, 42(3), 135-149.

Mc Doughall, M. ve Vaughan, E. (1996) “Changing Expectations–Career Development: Implications for Organizations and for Social Marketing”, Journal of Management Development, 15(9), 6-46.

McLarty, R. (2000) “ Evaluating Graduate Skills in SME’s the Value Chain Impact”, Journal of Management, 19 (7), 615-628.

Milkovich, T. G. ve Anderson, C. J. (1997) “Career Planning and Management”, Gerald R.F. vd (der.), Human Resource Management içinde, Toronto, 63-65.

Nabi, R. G. (2000) “Motivational Attributes and Organisational Experiences as Predictors of Career Enchancing Strategies”, Career Development International, 5(2), 91-98.

Otte, L. F. ve Kahweiler, M. W. (1995) “Long-Range Career Planning During Turbulent Times”, Business Horizons, 2-7.

Petroni, A. (2000) “Career Route Preferences of Design Engineers: An Emprical Research”, Career Development International, 5(6) , 288-294.

Raymond, A. N. vd. (1996) Human Resource Management, Mc Graw Hill, Boston.

Riusala, K. ve Suutari, V. (2000) “Expatriation and Careers Perspectives of Expatriates and Spouses”, Career Development International, 5(2), 81-90.

Romaniuk, K. ve Snart F. (2000), “Enchancing Employability: the Role of Prior Learning Assessment and Portfolios”, Career Development International, 5(6), 318-322.

Roward, S. Perren, L. (2000) “Rising Stars: the Career Development of Research Centre Directions”, Career Development International, 5(3), 135-143.

Scarnati, T. J. (2000) “ Beyond Technical Competence: Developing Mental Toughness”, Career Development International, 5(3), 171-176.

Shaw, S., Taylor, M., Harris, I. (2000) “Jobs for the Girls: a Study of the Careers of Professional Women Returners Following Participation in a European Funded Updatating Programme”, Career Development International, 5(6), 295- 300.

Simendinger, E., Puia, M. G., Jasperson, M. (2000) “The Career Transition from Practioner to Academic”, Career Development International, 5(2), 106-111.

Simonetti, L. J. (1999) “The Key Pieces of the Career Survival and Success Puzzle”, Career Development International, 4(6), 312-317.

Stewart, J. ve Knowles, V. (1999) “The Changing Nature of Graduate Careers”, Career Development International, 4(7), 370-383.

Stump, A. S. ve Logman, A. R. (2000) “The Ultimate Consultant: Building Long-Term Exceptional Value Client Relationalships”, Career Development International, 5(3), 124-134.

Wilson, T. ve Daniew, G. (1999) “The Changing Career Strategies of Manager”, Career Development International, 4(2), 97-101.

Woodd, M. (2000a) “The Move Towards a Different Career Pattern: Are Women Better Prepared then Men for a Modern Career? ”, Career Development International, 5(2), 99-105.

Woodd, M. (2000b) “The Psychology of Career Theory- A New Perspective?”, Career Development International, 5(6), 273-278.