Building the Procurement Profession in Government: Career Management Discussions†
- OGC, GPS(Government Procurement Service)
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The purpose of this guide
To provide an overview of career management within the Procurement profession and provide guidance and minimum standards for career management discussions.
It is aimed at?
Anyone involved in career discussions within the Procurement profession. It is of specific interest to procurement professionals and their line managers.
(Career Management Discussions)
Put simply a career is a ‘sequence of jobs that an individual has during their working life’.
The traditional view of a career is where someone stays with one employer progressing upwardly through the organisation gaining more responsibility, reward and status. Over the last 20 years the job environment has changed. Organisations can no longer guarantee a job for life nor is this necessarily something that all employees want. Individuals now look for opportunities to acquire marketable skills, roles that allow expertise to develop and broaden with more flexible working arrangements.
It is important for organisations to consider what they can offer to meet those expectations. By providing variety and opportunity for the acquisition and enhancement of knowledge and expertise, organisations will ensure that they have a skilled workforce able to perform the roles needed and people are attracted and retained to work for them.
People’s career needs will vary and are dependant on many things including background, education level, previous work experience, family and financial commitments and future life plans. Some will have a very clear idea of what they want to do and achieve. Others will need support and guidance with decisions as to what they want from their work and career.
What is career management?
Matching the expectations of individuals with the resourcing needs of an organisation requires a significant degree of investment and management. Individuals are now expected to take responsibility for their own career development and organisations should look to provide a supporting framework of advice, information and opportunities for development.
The supporting framework should consist of one or more of the following elements:
- HR processes that assess and capture people’s abilities, potential and career aspirations e.g. appraisal processes, development and career reviews;
- information and advice on career development e.g. workshops and career counselling;
- information on roles available within an organisation e.g. vacancy bulletins, online vacancy board;
- opportunities for individuals’ development e.g. training, qualifications, secondments; and,
- development of future leaders or scarce skills e.g. high potential development programmes, succession planning.
A list of roles and responsibilities can be found in Appendix 1.
(What is a career?)