Professional Career Planning - Practice and Results

There are a number of factors that can put an emphasis on individual career plan, functioning as elements of insight and understanding of development needs, and understanding of others. A successful career management must take into account a number of clearly defined objectives focused on a policy based on an evaluation plan of employees, identifying their needs, identifying and retaining the best employees or those with the most effective prospects, providing training and development for employees, etc. However, the highest percentage in identifying the best potential in an employee is up to the employee himself, who often expects the organization to take all steps necessary to achieve his needs, but without making any effort on his own. The individual must be aware of his skills, professional knowledge, strengths and weaknesses, the needs and values of present and future, but also the long-term professional goals.
The study in an enterprise from the energy field in Romania with regard to career planning was an attempt to find a way to shape a career plan according to the organization. For this a questionnaire was applied structured in four dimensions: employment situation in which the employee is, preparedness for change and personality traits. Participants in the study believe that self-management of interpersonal relationships, professional achievement and commitment are very important features in the development of their career, even if more than 50% ask about their current situation in the company, regardless of hierarchical position occupied. Moreover, an important share of employees are able to manage change, if the circumstances are appropriate, in addition to personality traits suitable for making changes because over 60% of them are extroverted, realistic, pragmatic and dominant.