Abstract: Generation Y individuals or Millennials are known for their unique views, work values and motivational needs which implies that, in order to attract and retain those individuals, activities in the area of career management should be given special attention by HRM managers. After a theoretical background on Millennials’ life and work attitudes, an empirical research on career preferences of Millennials in Croatia was described. Empirical research was conducted among 249 members of generation Y. The data analysis revealed that respondents generally perceive promotion opportunities as the most important career aspect; however, job security and work-life balance are almost as important. Furthermore, it was shown that Generation Y is not necessarily a homogenous group. More precisely, women assign greater importance than men to work-life balance and job security. Therefore, HRM managers should adapt career planning activities not only with respect to generational preferences, but individual characteristics as well.
Abstract: Enterprises need a strategic plan to retain their skillful employees and provide their career management, sustain their existence, to have growth and leadership qualities, to reach the objectives to increase the value of the enterprise and to not to be affected from changing demographic structure. In the cases when the long term career expectations of skillful employees are in integrity with the enterprise’s interests, skill management process is directly related to the career management. With a long term plan, the enterprises should cover the labor force need that may arise in the future by using systematic career development programs and be prepared against developments for all times. Skill management is considered as a practice with which career mobility is planned for the skillful employee to be prepared for high level positions. Career planning is the planning of an employee’s progress or promotion within an organization for which he works by developing his knowledge, skills, abilities and motives. Career planning is considered as an individual’s planning his future and the position which he wants to have, the area which he want to work in, the objectives which he want to reach. With the aim of contributing the abovementioned discussion process, career management concept and its perception manner are examined in this study in a comparative manner.
Abstract: Overall, the findings of the present study suggest that
teachers have low to moderate levels of professionalisation, high
level of career identity and moderate levels of career resilience, and
career planning. From the T-tests and F-tests conducted, it was found
that gender has a significant impact on career identity whereas age
and marital status have significant impact on career planning and also
on career identity. The results indicate that there is a higher
possibility of male teachers to leave the teaching profession than the
female teachers. The result of the T-test on career identity in relation
to gender supports this deduction in which female teachers have
significantly higher career identity than their male counterparts.
Marital status was also found to have a significant impact on career
identity.
Abstract: This research project is developed in order to study
managerial styles of modern Thai executives. The thorough
understanding will lead to continuous improvement and efficient
performance of Thai business organizations. Regarding managerial
skills, Thai executives focus heavily upon human skills. Also, the
negotiator roles are most emphasis in their management. In addition,
Thai executives pay most attention to the fundamental management
principles including Harmony and Unity of Direction of the
organizations. Moreover, the management techniques, consisting of
Team work and Career Planning are of their main concern. Finally,
Thai executives wish to enhance their firms- image and employees-
morale through conducting the ethical and socially responsible
activities. The major tactic deployed to stimulate employees- ethical
behaviors and mindset is Code of Ethics development.