/ Career Management. How to Conquer the Summit of Business Olympus.

Career Management. How to Conquer the Summit of Business Olympus.

Many people dream of a successful career.That's just one desire to make a career is not enough. To become successful in any field of activity, one must strive for constant professional growth. It is for this reason that, at the very beginning of a long and difficult path of progress, great attention must be given to such an important task as career planning.

First, you need to clearly identify with whichit is the work that you, as a beginning careerist, can best approach. Here, of course, an important role belongs to education, the available work experience and, of course, personal interests and preferences. A help in the definition is called for specialist advice and tests for suitability for a particular profession - such tests can be easily found in print publications devoted to career problems, or on relevant Internet resources.

One of the conditions for a successful career -you need to know perfectly what you ultimately want to achieve, based on this and career planning is being conducted. It is absolutely necessary to imagine all the stages of a career, set absolutely specific goals and tirelessly strive to achieve them. At the same time, one should not think that it is possible to fulfill absolutely everything planned - all stages and goals can be adjusted, but it is necessary to strive to achieve the set goals.

It is believed that there are several typescareer. In general, a somewhat simplified approach to this interesting question has been adopted, although few people think that a career is simply a victorious ascent of an employee on the administrative ladder. There are many different interpretations, but basically there are two main types: career vertical and career horizontal.

Career management largely depends onselected type. So, a horizontal career involves not moving up the career ladder, but some horizontal movement, that is, moving to other positions that are close or identical in status, within the same company, but perhaps in different departments or projects.

This statement can be explained by an example:the sales manager moves to the same position in the advertising department or the head of the department for public relations becomes the head of the personnel department. If to say more shortly, at a horizontal type of career the expert remains the expert, the manager - the manager, and the head - the head. But in any case, all such migrations imply the improvement of the employee, the growth of his professional knowledge and skills. In this case, career management also provides for setting clear goals and objectives.

Vertical quarry, in contrast tohorizontal, means that a company employee can occupy a higher position in his company subdivision or a friend, while increasing his professional and competence level. As an option - the transition to work in another company for a higher position.

The vertical quarry has an end point, likeThis is usually the post of general director or president of the company. As it is possible to assume, there are no restrictions on the horizontal career. Nevertheless, one must clearly realize that in reality there is no kind of career in its pure form. For example, it may well be that before taking up the post of department head, the employee will try his hand at several positions of the same level that only exist in this department.

As a vivid illustration of this statement,name an example of the world-famous archaeologist Heinrich Schliemann, who began his independent life as a runaway boy. Once in Schroeder's trading company, Schliemann perfectly studied all the varieties of the main indigo product, knew all the company's warehouses-in short, he was able to become an indispensable and very competent employee.

Constantly improving horizontally and bringing huge profits to the company, Schliemann moved along the career ladder, eventually becoming a full-fledged partner of Schroeder.

In any serious company such an important matteras management of a career of workers is given the most steadfast attention as in this way it is possible to select staff of workers for vacant posts. Employees with competence and career development help to plan their career correctly and correctly determine all stages of their career.

Despite the fact that the career can not always beto yield to management, because often in the success or failure of a career a role can be played simply by chance. Yet in the development and improvement of employees of any firm, the management of a career is of the greatest importance.