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UK - Lack of career support leads to negative perceptions

23 November 2011

 
Effective career management has a significant role to play in building organisation capability but most organisations delegate the responsibility for career support to line managers, few of whom have the skills to deliver it effectively.

This is a key finding in a new report from the Chartered Institute of Personnel and Development (CIPD), Managing careers for organisational capability, which highlights how enabling people to feel positive about their career options can help improve employee engagement and organisational performance.
 
The report draws on a range of data to explore what support is being offered to individuals to manage their own careers and how career management is being used within organisations to drive capability and agility. It provides insights into the practice and purpose of career management, and identifies evidence that good career management drives engagement while poor career management breeds dissatisfaction. As responsibility for career management largely rests in a partnership between the individual and their line manager, training to deliver effective career support is vital. Equipping people in organisations with the skills and knowledge to meet both present and future challenges is also important in building organisational capability to drive sustainable performance.
 
Angela Baron, OD and Engagement Adviser, CIPD, said "economic uncertainty and rising unemployment have serious implications for all, particularly the young. Our research past and present has shown that many managers believe young people lack the necessary workplace skills and employability traits required by organisations today. However, our evidence suggests that young people are willing to develop their skills and put more emphasis on accessing career opportunities than many managers believe."

"People's focus on the top three priorities. Salary level, career advancement and work/life balance, highlight the real value of good career management. However, most individuals do not believe they are supported by their employer to manage their career and rely heavily on informal networks such as friends and family for career advice. This can lead to negative perceptions about career opportunities, unrealistic expectations and even disengagement."
 
"In addition, research has shown that job security linked to an interesting, challenging job with access to career opportunities and a supportive line manager provides the basis for an engaged and productive workforce. Given that maintaining employability is one way to combat insecurity and drive engagement, the case for taking career management seriously should be clear to see."

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