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/ Theme 5 (Part 1) / LA CAREER MANAGEMENT (1 / 2)

§ 51 - GENERAL MANAGEMENT CAREER

Widely used for some thirty Years in the Anglo-Saxons, career management has entered into force in recent years in the French companies, first in the largest.

But there are still many reluctance to implement a proper policy management careers.

The main reason is primarily cultural and philosophical . Not easy to impose this type of personnel management in Latin countries where it still considers that the Human Resource management is a totally subjective area, only at the discretion of management or principal shareholder .

management careers requires a standardization of management procedures HR and a projection into the future, hardly compatible with the Latin temperament.

not easy to leave "collectivization" in committees career thinking about the alternative charts, succession planning and management of high potential such as: hierarchical superiors thus lose some of their sovereign power over their direct collaborators!

However, the benefit that a company can expect a management strategy long-term careers alone justifies the deployment of other tools of HRM: the training plan, assessment, management skills, etc.. which are the natural complement.

§ 52 - BEWARE OF PITFALLS

A / Information

Practice French management staff often wants the career management is the exclusive prerogative of management and HRD.

must therefore largely inform the coaching business of setting up committees of careers and career management

Indeed setting establishment of a management career will have the effect of giving management a clear overview and resources and manpower and it will also "pool" thinking about careers, allowing everyone to have a clear perspective and career opportunities available to them.

This proactive approach should require each member of the coaching staff to reflect on his future within the company and allow everyone to set concrete goals. It is therefore upon the establishment of involving different actors in the business. (Leaders, Social partners, EC, Unions ...)

Hence the absolute necessity of good internal information: the more prior information has been well done, the more Membership Staff at a management career will be a powerful tool.

careful however to get the right message. The establishment of a system of career management should not be seen as a tool for additional control, but as a veritable tool for measuring and internal promotion. This is especially important that all board decisions in terms of careers including succession planning are not always disseminated

B / Clash of cultures

The mergers and acquisitions, restructurings have diverse and varied in most cases a purely financial: large differences in culture between entities belonging to the same yet the economic environment or the same group then appear in daylight. Career management must take into account this diversity.

This begins first by respecting the language specific to each level of software HRM: career management must be managed in French in France, German in Germany and in English in Argentina, for example. Career management must be a tool of cultural integration, but not an excuse for rejection.

It is necessary to ensure the vocabulary specific to each industry, site or department, so as not to exclude more employees from a newly purchased. This mean for HRM software, a very flexible configuration of all the labels and data used so that everyone understands.

C / Compliance with regulations

While it is now accepted by the Human Resources departments being in compliance with legislation requirements and recommendations relating to the Commission Nationale Informatique et Liberté ( CNIL) in France, is the fundamental of the profession, it remains for many gray areas that deserve some clarification.

This is not because the seat of a company is located in a third country which the Act does not apply. Some HRD multinational mistakenly believe that to implement their HRM system in a country with a great freedom in this area will allow them to have that freedom for all their staff.

Attention also some variations within countries. Some methods may be permitted in some states or provinces and be prohibited in others (eg: Photo of the employee is not allowed anywhere). should be particularly careful not to implement a system that does not comply with the regulations of each respective site in each country.

(Copyright: Dominique and Jacques BERNET LELARGE / AppliRH Sarl)