Marks And Spencer Case Study

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2.2.1 Introduction
All managers in Marks and Spencer possess a well-defined career profile. “The psychological contract is defined in terms of a set of “individual beliefs, shaped by the organization, regarding terms of an exchange agreement between individuals and their organizations” Rousseau (1995:9) This section views career management as a combination of both organizational career and individual career management at M&S. At the personal level, the notion of career management brings forth the employees capability to develop a career in the workplace. Likewise, it provides organizations with the ability to proactively respond to the rapidly changing organizational environments. This study views career management as a combination of both
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It is a process other people may assist, but which only you can start and direct. For the record and to avoid confusion, career planning is a term more frequently used by an organization to describe plans for employees. While such plans are certainly concerned with how people will progress through an organization, they are based on how the individual can assist the organization and not so much on what will best meet the individual’s own personal objectives. Thus, even when this general area is addressed by an organization’s policy and practice, the need for personal career management remains valid. Career management within Marks and Spencer is concerned with the provision of opportunities for people to develop their abilities and their careers in order to ensure the organization has the flow of talent it needs to satisfy their own aspirations. It is about integrating the needs of the organization with the needs of the individual. Career planning forms and plays a vital role in career management, this shapes the progression of the individual within an organization in accordance with assessments of organizational needs, defined employees success profiles and the performance ,…show more content…
After some self-analysis, you can set clear objectives; the old proverb that ‘‘if you do not know where you are going, any road will do’’ is nowhere more true. Career management means aiming high. You can always trade down a bit, but you may be more successful than you think, and it is a pity to miss achieving something not because it is unachievable, but only because you have not tried. From here on the management, and fine-tuning, of employees career progress is in the details, and the first step is to realize just that you can work at them all. There is one major factor to consider, that progress is dependent, probably to a major degree, on job performance and on the achievement of results. Unless you ‘‘deliver,’’ then you will have little chance of being judged and able to cope with more responsibility, and promotion, or being able to move on, may rightly elude
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