Systemy karier w organizacjach

• Autorzy: Alicja Miś

Warianty tytułu

Career Systems in Organisations

• Języki publikacji: PL

Abstrakty

System karier może być indywidualistyczny (podmiotem kariery jest jednostka) lub strukturalny (podmiotem kształtującym kariery jest organizacja). Zadaniem artykułu jest charakterystyka obu systemów, zaprezentowanie systemu, który wykształcił się jako pochodna obydwu, a także określenie wad i zalet wszystkich. W pracy podjęto także próbę wskazania korzyści płynących z refleksyjnego zastosowania wiedzy o systemach karier w organizacjach.

EN

Human resources management in organizations from the employee career perspective enables the enterprise to be viewed as a career system. A career system, i.e., a cohesive set of elements composing a career, the entities in and conditions under which they are utilised, as well as principles for their modification and updating, may be individual or structural. In practice, elements of both systems abound, but not to the degree necessary to create a uniform and cohesive configuration that equally considers both the needs of individuals and organisations. The author analyses basic career systems, describes their common features, strengths and weaknesses, and identifies the organisational and individual benefits resulting from a reflective application of complete knowledge on career systems and their development in organizations. (original abstract)

Słowa kluczowe

PL

Zarządzanie zasobami ludzkimi; Kariera zawodowa; Rozwój kariery zawodowej; Typy karier

EN

Human Resources Management (HRM); Professional career; Career development; Types of careers

• Czasopismo: Zeszyty Naukowe / Akademia Ekonomiczna w Krakowie
• Rocznik: 2004
• Numer: nr 646
• Strony: 69--80

Twórcy

autor

Alicja Miś

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