A Study on Career Management Systems in Indian Information Technology Organisations

Abstract

The global marketplace and ever-changing workforce have created the need for organisations to engage in contemporary human resources practices which recognise their human capital as their major competitive advantage. In fact, the current trends emphasise the growing demand for effective employee recruitment, engagement and retention initiatives. One of the basic principles to assist with this challenge is to embrace proactive and strategic Career Management (CM) practices that can provide the organisation with a strong foundation for gaining a competitive edge. Traditional notions about CM have been radically redefined due to several factors. Business decisions such as mergers, acquisitions, layoff and restructuring, changing workforce expectations and career aspirations, altered psychological contract between employer and employee and a volatile environment have all contributed to this redefinition. As a result, organisation and individuals both view careers with a whole new perspective. Today employees seek jobs that offer challenges, responsibility and opportunities for advancement. CM is a powerful means of dealing with issues related to individual growth and managing a high performing workforce. Though the individual and organisation perspective on careers is very different, both stand to benefit from a well-developed and implanted CM strategy.