The researcher focused on a structural
study of career management as an integrated approach to achieving strategic
organizational performance objectives of profit growth and market value. The
study defines the career management process that plans and shapes the
profession of an organization human resources and analyze career management
program as part of the larger human resource system assisting employees improve
performance, clarify career options and align employee aspiration with
organizational performance objectives.
It provides the overall effectiveness of
the diverse approach to career management consisting of career planning, career
pathing and career development as pivotal to the overall corporate survival
strategy of the organization.
The case study provides an analysis of
the impact of career management in Guinness Nigeria Plc towards achieving
organizational performance objective in strategic areas of profit, growth and
market value. In the process chi-square is applied to test the hypothesis
formulated for its research.
imperative of modern human resources practice articulates an integrated
approach to manpower planning and administration as a corporate survival
strategy. Career management as part of a larger human resource system must
ensure that business objectives are acted and delivered to acceptable
standards. The alignment therefore of employees needs an aspiration with organizational
needs is imperative to achieving strategic organizational performance as
profit, growth and market value. Combs, Crook and Shook (2005) identify four
organizational performance dimensions; consisting of profitability, liquidity,
growth and stock market performance. Mohrman and Mohrman (1995) emphasizes on
performance management in career management as “managing the business”, in
other words, it is what line managers do all the time. As a result of this
history of performance management over the last couple of decades we have seen
performance management progress from a human resource policy firmly within the revect of the Human Resource department to a business process that is central to
aligning activity with strategic goals and is as much about managing the
business as it is about directing people and controlling the flow of training
or reward to attaining strategy organizational performance.
Career management is the process which
plans and shapes the profession of individuals within an organization in
accordance with organizational needs and objectives. According to Baron and
Greenberg (1990, page 320) a typical career management programme as part of the
larger human resources system involves efforts aimed at helping employees to
assess their own career, strengths and weakness; set priorities and
specific career goals, provides
information on various career path and alternatives within the organization and
offer employees yearly reviews of their progress towards these goals by
managers who have received training in conducting such assessment.
Career management assesses employees to
improve their performance by involving employee in setting their own goals and
recognizing their strengths and weakness. It assists employees with the
organization with the identification and facilitation of training needs and
opportunities. This is mainly achieved by building a process of feedback and
discussion into the performance management system of institutions.
Career management clarifies available
career options. Employees are informed of career options available with the
organization. It assist employee with the identification of skills and other
qualities required for current and future jobs most career management
performance seek to focus employees career plans upon the organization thereby
enhancing their commitment to the organization. In doing this, careers path are
developed that indicates mobility in different directions in the organization
for the employees.
Career management as part of larger
human resource system seeks to align the aspiration of employees with
organizational performance objectives which as the focus these researches
Career management programme seen to
improve the marketing of jobs with the right employees. As assessment of the
skills and competencies of employees could assist in accommodating them in
position which suit them better. Through the application of practices such as
transfers and rotation an organizations operational effectiveness can be
Career management must be articulated
and transformed as part overall organizational performance objectives of
various defined organization acceptable measures as prompt, growth, market value
etc. as part of overall organizational corporate strategy.
The research seeks to adopt Guinness
Nigeria PLC as a case study to highlight career management practice in Guinness
Nigeria PLC and its impact on organizational performance objectives of profitability
growth and market value.
1.2 BACKGROUND OF THE STUDY
Armstrong (2006) observes that the
assumption underpinning the practice of Human Resource Management including
Career Management is that people are the organization’s key resource and
organizational performance largely depends on them. Therefore, if an
appropriate range of Human Resources Policies and Career management processes
are developed and implemented effectively then, Human Resources will make a
substantial impact on organizations performance.
Booehe et al (2011) argue that the case
for an organization Human Resource relationship with organizations performance
is based in two arguments. The first being that the effective deployment human
resources offer one of the most powerful bases of competitive advantage. This
second argument is that effective deployment of human resources depends on the
application of a distinctive combination of practices or the use of a
consistent set of human resources practices including career management.
Collin 2 Drutea (2003) stated that
researchers have produced compelling evidence for the caused link between how
people are managed and organizational performance. They argue that the
effectiveness of human resources practices as employee selection procedures; performance
appraisal, career management, compensation management training and development
often have a direct bearing on organizational productivity and
et al (2011) present that the result of effectively managing human resources is
an enhanced ability to attract and retain qualified employees who are motivated
to perform resulting in organization performance objectives of profit, growth
and market value.
1.3 STATEMENT OF THE PROBLEM
Many organization make huge financial
investment on human resources to translate overall corporate performance
objectives into reality. The center of Modern Human Resource Management lies at
the heart of corporate organizational strategy translated into acceptable
standards of organizational performance objectives as profit, growth and market
As a result when losses are incurred, it leads
to organizational retrogression in retrenchment and lay off of staffs. This is
not a healthy situation for a growing economy like Nigeria. Recent studies
reveal many organizations both in the financial and non-financial sectors are
facing this critical situation.
Therefore, the problem confronting this
research is to examine career management and organizational performance with a
case study to determine the impact of career management on organizational
performance in Guinness Nigeria PLC.
1.4 RESEARCH QUESTIONS
The research questions are enumerated as
constitute career management and what is the nature of career management in
Guinness Nigeria PLC.?
is organizational performance and what are the organizational performance
objectives in Guinness Nigeria Plc?
is the relationship between career management and organization performance?
is the level of impact of career management in Guinness Nigeria PLC in
1.5 OBJECTIVES OF THE STUDY
The objectives of the study include:
conduct a detail study on career management and organizational performance
show the relationship between career management and organizational performance
3. To highlight the nature of career
management in Guinness Nigeria Plc
highlight the nature of organization performance objectives in Guinness Nigeria
determine the impact of career management on organizational performance in
Guinness Nigeria Plc.
1.6 SIGNIFICANCE OF THE STUDY
The significance of the study consists
of the following:
shall provide relevant information and knowledge on career management on
organizational performance to human resources practitioners, manager and
shall provide the necessary tools for modern human resource management required
for career management.
shall provide a bridge to the gap experience in the past when human resource
management and in particular, career management are given trivial attention in
shall provide direction to career management towards attaining organizational
1. Ho Career management is not given significant attention in Guinness
H1 Career management is given significant attention in Guinness
2. Ho There is no organizational performance standard in Guinness
H1 There is organizational performance standard in Guinness Nigeria
3. Ho There
is no significant impact of career management on organizational performance in
Guinness Nigeria Plc
is significant impact of career management on organizational performance in
Guinness Nigeria Plc
1.8 JUSTIFICATION OF THE STUDY
The justification of the study center on
Human Resource Planning and Administration centers on organization corporate
corporate strategy typifies the organizational performance objectives which are
stated in the organization acceptable standards of profit, growth and market
3. Career management is an integrated aspect
of the human resource system.
various elements of career management are to give direction to the organizations
1.9 SCOPE OF THE STUDY
The scope of the study shall;
an in-depth study in career management as part of the human resource system.
study shall provide an analysis of organizational performance standards and measures.
study shall endeavour to highlight the significance of the relationship between
career management and organizational performance
shall provide a case study showing the impact of career management in
organization performance in Guinness Nigeria Plc.
1.10 DEFINITION OF TERMS
1. CAREER MANAGEMENT: Career management can be defined as the
process that plans and shapes the progression of individual within an
organization in accordance with the organizational need and objectives.
2. EMPLOYEES DEVELOPMENT: Employees development is a joint,
on-going effort on the part of an employee and the organization for which he or
she works to upgrade the employees’ knowledge, skills and objectives.
3. CAREER PLANNING: Career planning is a process undertaken by
employees and their supervisors. The employee is responsible for
self-assessment identifying career interest and development needs.
4. CAREER PATHING: Career path identify route to attain
goals. Based on the career expectation identified in the process of career
planning, possible career paths are mapped out for employees. Career paths set
out a sequence of posts to which employees can be promoted, transferred and