CAREER MANAGEMENT AND EMPLOYEE PERFORMANCE IN TODAY's ACADEMIC INSTITUTIONS
Career in general perspective, can be seen as a pattern or sequence of work roles of an individual. The unpredictable world of business today is undergoing through unprecedented changes.
Organizations and corporate bodies operating within this complex business environment are engaged in continues restructuring and downsizing process involving facilities mergers and acquisition and at the same time embracing technological advancement in order to cope with the dynamic pressures of globalization.
These changes at the organizational level according to Baruch have elevated the importance of managing people at work and in particular, the planning and managing of their careers. People are the most valuable resource in a modern organization and providing them with a long-stable career constitutes a two-way advantage to both the organization and the individual employee.
The historical view of career has been a kind of progression up an organization and occupation we choose at the beginning of our working lives. Today, events have overtaken this model. Increased competition cost, information technology and customer focus have all resulted in re-defining the organizational structure.
Career management in Hirsh and Jackson’s view (1996) is the organizational process which contributes to the identification and development of staff potential to meet the strategic manpower planning needs of the organization.
STATEMENT OF THE PROBLEM
Specifically, this study will strictly strive to solve the problem of the lack of incentive approaches to career management, career opportunity and the unutilized career management principles.
OBJECTIVES OF THE STUDY
Given the statement of the problem above, the following are the working objectives.
- To determine the extent to which the selected academic institutions are more concerned and committed to manpower development with immediate returns to the organization than career development with long-run benefits to both the workers and the organization.
- To determine if there has been significance relationship between the financial resources of selected academic institutions and their career management and development effort towards the employee in the past five years (2006-2010).
- To determine if there has been significant relationship between career management and employee performance in the selected institutions.
- To determine the nature and extent of the relationship between job satisfaction and career development of employees in the selected academic institutions.
- To determine if management of Federal Government-owned academic institutions give more priority attention to career management than management of the State-owned academic institutions.