The importance of competencies in career planning

Karimov Aghakarim (2021) The importance of competencies in career planning. Pénzügyi és Számviteli Kar.

	PDF Thesis.pdf Hozzáférés joga: Csak az archívum karbantartója nyithatja meg (titkosított dolgozat - engedéllyel) until 2026. December 14.. Download (2MB)
	PDF Request for Confidentiality.pdf Hozzáférés joga: Csak nyilvántartásba vett egyetemi IP címekről nyitható meg Download (248kB)
	PDF BA_B_ Karimov_Aghakarim.pdf Hozzáférés joga: Csak az archívum karbantartója nyithatja meg (titkosított dolgozat - engedéllyel) until 2026. December 14.. Download (740kB)

Absztrakt (kivonat)

Rapid developments in the corporate sector change both companies' and workers' perceptions of their careers. A career is no longer regarded to be just working for a company for many years, but rather as knowledge and advancements in one's thinking. In the business world, which repeats itself every day in parallel with the swift change of the world, individuals need to define their career paths correctly, while organizations need to include in their structures employees who will excel in achieving their strategic goals and compete, and who will maintain the highest added value, and show continuous improvement. Organizations give importance to career planning in the face of technological changes and developments, changes in the quality of work and workforce, and changes in needs. Career planning is the planning of the advancement of the employee within the organization in which he or she works, by developing the knowledge, abilities, skills, and motives of the employee. What is important in career planning is to create a balance between the needs of the organization and the expectations of individuals and to meet both. The purpose of this study was to investigate and analyse the competency discrepancies between the demographic characteristics of employees, managers, and competency and career planning perspectives. Another goal of this dissertation has been considered to establish which competencies are crucial and successful in career planning choices by examining the link between the competencies of the personnel in the sample size chosen and their career planning attitudes. By proceeding in this manner, we have investigated what the career objectives of the individuals are that they map out for themselves to attain depending on their competencies. In the field research part of the study, a structured interview was used as a data collection method and the interview questionnaire is presented in Appendix-A. The questions in this form have been prepared to obtain objective information in accordance with the case study. In line with these questions, the participants shared information about the research subject. All the data collected were analysed in line with the findings obtained through the examination of the interviews and were evaluated as the probability exceeds 0.50 of the total participants for each question. The data were collected by the questionnaire method, which is one of the first-order data collection methods. Questionnaires were made through face-to-face interviews. The survey consists of two parts. The questions in the first part are about the career planning attitudes and competencies of the employees. In the second part, there are questions to learn the demographic characteristics of the employees, such as gender, age, educational status, in order to obtain demographic data. The findings showed which competencies were more important for the participants in their career planning and chose ones for their career developments for the following years. Therefore, participants took full responsibility for identifying the type of career they would like to pursue and making career decisions that were consistent with their interests. Whether any competency was not the area of their curiosity, they would either consider again the path of their career or pursue the way to leave the company. In a nutshell, we can say that individuals who participated in the survey, have various competencies and reactions in order to follow their career path. However, the majority of individuals have the same proficiencies within the company. Among employees currently working in the organisation, “Managing people”, “time management” and “inspiring and motivation” competencies as well as career plans of “build a career in their own expertise”, “making a career in technical jobs” and “willingness to leave their current career jobs” are widely spread. Therefore, from this perspective, it is shown that the majority of employees working at the company are not satisfied with the job they are doing right now, they think it preferable to have positions in the area where technical skills are required or have the willingness to leave and find work that best suits them according to their competencies.

Intézmény

Budapesti Gazdasági Egyetem

Kar

Pénzügyi és Számviteli Kar

Tanszék

Menedzsment Tanszék

Tudományterület/tudományág

NEM RÉSZLETEZETT

Szak

Gazdálkodási és menedzsment

Mű típusa:	diplomadolgozat (NEM RÉSZLETEZETT)
Kulcsszavak:	career planning, competency, management, recruitment, workplace
SWORD Depositor:	Archive User
Felhasználói azonosító szám (ID):	Archive User
Rekord készítés dátuma:	2022. Okt. 03. 08:50
Utolsó módosítás:	2022. Okt. 03. 08:50

Actions (login required)

Tétel nézet