Vidutinio amžiaus darbuotojai neretai susiduria su sunkumais prisitaikant besikeičiančioje darbo rinkoje. Ši žmonių grupė vis labiau paliečiama rizikos dėl savo amžiaus. Vakarų pasaulyje tokią socialinę grupę formuoja didėjantis visuomenės vidutinis amžius. Šio amžiaus žmonės gana neobjektyviai suvokia savo padėtį ir darbo rinkos situaciją, daugeliui šio amžiaus darbuotojų sunku prisitaikyti prie darbo rinkos pokyčių. Dažnai vidutinio amžiaus darbuotojas susiduria su daug sunkumų ir trukdžių, kurie trukdo sėkmingai planuoti karjerą. Tai susiję su paties asmens ir visuomenės nuostatomis dėl individo amžiaus, nepakankama profesinio informavimo idėjų sklaida visuomenėje, menka vidutinio amžiaus asmenų profesinio tobulėjimo motyvacija ir panašiomis problemomis. Vidutinio amžiaus asmenų karjeros planavimą teigiama ar neigiama prasme įtakoja daugelis veiksnių. Ikimokyklinio ugdymo įstaigose dirbantis vidutinio amžiaus sulaukęs personalas nėra jokia išimtis. Šiame darbe keliamas klausimas, kokie veiksniai įtakoja vidutinio amžiaus ikimokyklinio ugdymo įstaigų darbuotojų karjeros planavimą? Iškeltas darbo tikslas – atskleisti vidutinio amžiaus ikimokyklinio ugdymo įstaigų darbuotojų karjeros planavimo veiksnius. Šiam tikslui pasiekti numatyti uždaviniai : apibūdinti pagrindines karjeros projektavimo teorijas ir atrasti jų sąsajas su ikimokyklinio ugdymo įstaigų vidutinio amžiaus personalo karjeros planavimu; apibūdinti vidutinio amžiaus ikimokyklinio ugdymo įstaigų personalo... [toliau žr. visą tekstą] / Middle-aged workers belong to the group which meet with difficulties to compete in the labour market. This social group is increasing because of the aging population in Europe. Middle-aged employees often are not fully aware of their situation in the labour market situation, which makes for many middle-aged persons difficult to adapt to the changes in the labour market. Middle-aged employees often meet with many difficulties and obstacles that hinder successful career planning. This relates to personal and public attitudes to the individual's age, lack of career information dissemination ideas in society, poor middle-aged employees motivation of professional development and related issues. The career planning for middle-aged employees is influenced by many internal and external factors. Middle-aged employees working in pre-primary schools make no exception. In this paper the question is raised, what factors affect the career planning of middle-aged employees in pre-primary schools. The aim of the paper is to identify career planning factors for middle- aged employees in pre- primary schools. To achieve the aim, the following tasks were formulated: to describe the basic theories of career planning and discover how they connect with the middle-aged staff career planning in pre-primary schools, to describe the career planning concept of middle-aged employees in pre-primary schools, to reveal the career planning experience of middle-aged employees in pre-primary schools, to... [to full text]

Dans un contexte international changeant et peu prévisible, des événements non contrôlés peuvent intervenir sur le cursus professionnel de l’individu qui peut, alors, engager une « seconde carrière ». Toutefois, ce ré-enclenchement de carrière est plus compliqué pour une catégorie d’individu : les seniors. Le taux d’emploi des seniors de 55 à 64 ans est de 38,9 % en 2009, ce qui montre la difficulté pour ces individus de prolonger leurs vies professionnelles. La littérature sur les carrières propose deux approches sur le sujet : objective et subjective, et introduit le concept de « cycle de carrière ». Notre recherche consiste à expliquer la structuration du cycle de carrière objectif et celle du cycle de carrière subjectif à travers l’identification des événements non contrôlés par l’individu, appelés « incidents critiques de carrière ». L’étude réalisée à partir du cas Worldwide Express a montré l’existence de cycles de carrière objectifs et subjectifs monocyclique et multi-cyclique. Elle a également mis en évidence des incidents critiques de carrière individuels et organisationnels ayant une influence « positive » ou « négative » sur le cours de carrière de l’individu. Cette recherche a permis d’identifier des caractéristiques communes et propres à la structuration des cycles de carrière objectifs et subjectifs. Enfin, l’étude empirique a montré qu’il était impossible pour les seniors de 50 ans et plus de réenclencher un nouveau cycle de carrière objectif ou subjectif. En effet, à partir de cet âge, les incidents critiques de carrière influent toujours négativement sur la vie professionnelle de ces individus. Cette recherche propose aux seniors et aux organisations de se saisir des incidents critiques de carrière afin de pouvoir réenclencher une nouvelle « partie » de carrière. Pour cela, il leur est suggéré d’« oublier » la notion d’âge et de considérer plutôt l’âge de carrière, c'est-à-dire les expériences vécues, comme critère déterminant dans la gestion de carrière. / In a changing and unpredictable international environment, uncontrolled events may occur in an individual’s career which results in the beginning of a “second career”. However, this restarting career is more complicated for a category of persons: the old workers. In 2009, the employment rate was 38.9% for individuals aged 55 to 64 which shows the difficulty for those people to prolong their working life. The literature proposes two approaches for this subject: objective and subjective, and introduces the “career lifecycle” concept. Our research is to explain the objective and subjective career cycle structures by identifying events uncontrolled by individuals, called “critical career incident”. The study based on the Worldwide Express case, showed the existence of mono-cycle and multi-cycle objective and subjective career lifecycle. It also highlighted critical incidents of individual and organizational careers which could be “positive” or “negative” for the individual’s career. This research has identified common characteristics that are appropriate to the objective and subjective career cycle structures. Finally, the empirical study showed that it was impossible for the old workers aged 50 or more to restart a new objective or subjective career cycle. Indeed, from this age the critical incidents in their career always influence negatively the professional life on these persons. This study proposes to the old workers and the organizations to understand the critical incidents of their career in order to start with a new “step” for the latter. For this reason it is suggested to “forget” the notion of age but rather to the age of the carreer, i.e. experiences as a decisive criterion in career management.

Partant du constat que les compétences créatives ont été peu étudiées dans le champ de l’orientation, alors même que les conduites d’orientation dans le contexte sociétal moderne font très largement appel aux compétences individuelles d’ouverture, de flexibilité, d’originalité, d’adaptation, voire même d’innovation, la thèse présentée examine la place et le rôle de la créativité comme composante des compétences à s’orienter.Après avoir exploré différentes associations possibles entre créativité et différentes compétences à s’orienter, nous nous focalisons d’une part sur les relations entre la créativité et l’adaptabilité de carrière telles que définies et opérationnalisées par Savickas (Savickas & Porfeli, 2012), et d’autre part entre la créativité et l’adaptabilité individuelle telle que définie et opérationnalisée par Ployart et Bliese (2006). Une étude portant sur un échantillon d’étudiants de premier cycle universitaire en France (n = 500) a été conduite et les résultats obtenus indiquent des corrélations significatives et positives entre le potentiel créatif et certaines des dimensions de l’adaptabilité individuelle et de carrière et invitent à accorder une place plus importante à la créativité dans les modèles d’orientation tout au long de la vie. / Two major approaches have emerged in the discipline of career counseling to determine the key factors in career development: the relationship between creative potential and adaptability, and between creative potential and the individual characteristics of personality, motivation, and logical reasoning. This research attempts to integrate these two approaches by evaluating the impact of each of these factors on adaptability. 500 undergraduate volunteers filled out self-assessment questionnaires and performed timed graphic efficiency tests. The results were subjected to statistical analysis. The findings indicate that the individual characteristics of personality and motivation have higher correlation with adaptability than creativity and logical reasoning. Future research should involve different populations and employ non-graphic tests of creativity to confirm these results. If confirmed it would then be necessary to further explore the role of creativity in career development.

As atuais tendências econômicas e sociais propiciam o surgimento de carreiras condicionadas não somente às oportunidades profissionais oferecidas pelas organizações, mas também às necessidades pessoais e familiares dos trabalhadores. Os indivíduos, atualmente, são chamados à responsabilidade pela própria carreira e a assumir sua evolução profissional. Porém, para parte das pessoas, as atuais opções de carreira são diferentes das vislumbradas no planejamento original da vida profissional, esse é o caso dos ex-funcionários do Banespa uma Sociedade de Economia Mista, que tinha forma do setor privado, mas conservava características de empresa pública por ter o Estado de São Paulo como seu maior acionista e controlador da instituição. Tinha um quadro de 22,3 mil funcionários em novembro de 2000, no auge do processo de privatização, quando foi vendido ao Grupo Espanhol Santander. Entre as abordagens que consideram as mudanças enfrentadas por esses trabalhadores, as carreiras sem fronteiras surgem como contraponto às teorias tradicionais e consideram fatores de flexibilidade e de independência entre a pessoa e a empresa. Tal conceito foi utilizado neste trabalho como base para a investigação da gestão pessoal da carreira dos ex-funcionários do Banespa; como objetivo geral do estudo, buscou-se identificar as formas de manifestação desse tipo de carreira no gerenciamento pessoal da transição profissional desses trabalhadores. Os procedimentos metodológicos adotados no estudo foram: o quantitativo, operacionalizado por meio da aplicação de um questionário fechado a uma amostra aleatória estratificada proporcional, e o qualitativo, operacionalizado mediante entrevistas abertas padronizadas, aplicadas a uma sub-amostra sorteada aleatoriamente. A decisão de estratificação da amostra deu-se em função da necessidade de divisão dos respondentes em dois grupos: os que permaneceram trabalhando na instituição após a privatização e os que foram desligados após a adesão ao Programa de Desligamento Voluntário de 2001, oferecido pelo novo controlador da instituição. A suposição levantada na sub-hipótese 3 de que as respostas desses dois grupos apresentariam diferenças foi negada. Da mesma forma, a suposição de que as decisões da transição profissional desses trabalhadores seriam norteadas pelo valor Estabilidade/Segurança, representada pela sub-hipótese 2, também foi negada. Os resultados, que levaram à aceitação da sub-hipótese 1 deste trabalho, apontaram que a maneira como a pessoa gerencia sua carreira enquanto trabalha na empresa estável influencia a gestão pessoal da sua transição profissional, influenciando também a manifestação das carreiras sem fronteiras que, nas atitudes profissionais desses trabalhadores, se manifestaram das seguintes formas: Responsabilidade sobre a própria carreira; Compatibilidade entre valores pessoais e trabalho; Influência de necessidades pessoais e familiares em decisões profissionais; Aprendizado constante para valorização profissional; Iniciativa para o aprendizado constante. Apesar da identificação dessas formas de manifestação das carreiras sem fronteiras, os resultados não permitiram estabelecer um padrão para essa manifestação durante a transição profissional, portanto, aceitou-se a hipótese geral do estudo. Constata-se, ao final do trabalho, que as carreiras sem fronteiras podem não corresponder à realidade absoluta das carreiras atuais, mas certamente ajudam na compreensão dessa realidade. / Current economic and social trends have led to the development of careers conditioned not only by the professional opportunities provided by organizations, but also by the personal and family needs of workers. People are now called upon to take responsibility for their own careers and take charge of their professional evolution. To some, however, current career options are different from those that were envisioned when first planning their professional lives, as is the case with former employees of Banespa, a quasi-governmental corporation that operated as a privately held company but was owned (and controlled) mostly by the state of São Paulo. Banespa employed around 22.300 people by November 2000, at the height of a privatization process at the end of which it was sold to the Spanish Santander Group. Of several approaches that may be used to consider the changes faced by these employees, the concept of boundaryless careers arises as a counterpoint to traditional theories that takes into account the factors of flexibility and independence between the person and the firm. In the present work, this concept was used as a basis for investigating the personal career management of former Banespa employees; the general study objective sought to identify the manners in which this type of career is manifested in the personal management of professional transition among this workforce. The present study was carried out by means of quantitative and qualitative methods. The former consisted of a closed-ended questionnaire applied to a proportionate stratified random sample, while the latter consisted of a set of standardized open interviews conducted with a randomly selected subsample. Stratification of the sample was chosen in light of the need to divide respondents into two groups: those who remained with the firm after privatization and those who left after the Voluntary Redundancy Program offered by the firms new controllers in 2001. Sub-hypothesis 3 of the study, which assumed that the two groups responses would differ, was rejected. Likewise, sub-hypothesis 2 that employees decisions on professional transition would be guided by the Stability/ Security factor was rejected. Leading to acceptance of sub-hypothesis 1, results showed that the way in which one manages ones career while employed by a stable organization influences the personal management of ones professional transition, and also influences the manifestation of boundaryless careers, which, in this sample of workers, occurred as follows: Responsibility for ones own career; Compatibility between personal values and work; Influence of personal and family needs in professional decisions; Constant learning for professional appreciation; Initiative for constant learning. Although these manifestations of boundaryless careers were identified, results did not permit the establishment of a pattern for such manifestation during the professional transition phase; the general study hypothesis was therefore accepted. In closing, the boundaryless career concept may not correspond to the absolute reality of current careers, but certainly aids its understanding.

Submitted by Marcos Vinicius Lima (mvgarcia@gmail.com) on 2013-11-05T13:06:17Z No. of bitstreams: 1 Dissertacao_Marcos_Final.pdf: 1233245 bytes, checksum: 86583f4173ac5763b67dd20e3d0ee865 (MD5) / Approved for entry into archive by Janete de Oliveira Feitosa (janete.feitosa@fgv.br) on 2013-11-12T18:23:25Z (GMT) No. of bitstreams: 1 Dissertacao_Marcos_Final.pdf: 1233245 bytes, checksum: 86583f4173ac5763b67dd20e3d0ee865 (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2013-11-21T12:51:15Z (GMT) No. of bitstreams: 1 Dissertacao_Marcos_Final.pdf: 1233245 bytes, checksum: 86583f4173ac5763b67dd20e3d0ee865 (MD5) / Made available in DSpace on 2013-11-21T12:51:49Z (GMT). No. of bitstreams: 1 Dissertacao_Marcos_Final.pdf: 1233245 bytes, checksum: 86583f4173ac5763b67dd20e3d0ee865 (MD5) Previous issue date: 2013-10-18 / In the past three decades the debate about career management has intensified between scholars. The social, economic, technological changes and their influence on the labor market have sha r pened the interest of organizational researchers to understand how i ndividuals conduct their careers in this new climate. The notion of personal responsibility in managing their own career becomes relevant, reducing the organization's role in this process. Flexibility, self - awareness and openness to job mobility are new re quirements. Two models that express this reality emerge: the protean and boundaryless careers . This study aimed to explore how workers from a Brazilian law enforcement federal agency – the forensic experts from the Federal Police National Institute of Crimi nalistics – manage their careers in the light of such phenomena, considering the traditional organizational environment in which they are immersed. Aspects of career commitment and career entrenchment were also considered. We opted to use qualitative case s tudy and document research. Eleven in - depth interviews were conducted, whose content was analyzed according to a pre - established thematic grid. The results reveal that protean and boundaryless career attitudes were identified even with the rigid career mod el of Brazilian federal public sector . Furthermore, there is evidence of voluntary career entrenchment , without, however, affecting career commitment. The research aims to open up new possibilities of understanding careers in the Brazilian public sector, e specially considering the peculiarities of law enforcement careers / Nas últimas três décadas, intensificou-se na academia o debate sobre o tema gestão de carreiras. As transformações sociais, econômicas, tecnológicas e sua influência sobre o mercado de trabalho aguçaram o interesse dos pesquisadores organizacionais em entender como os indivíduos conduzem suas carreiras nesse novo cenário. A noção da responsabilidade pessoal na administração da própria carreira torna-se relevante, diminuindo o papel da organização nesse processo. Flexibilidade, autoconhecimento e abertura à mobilidade no trabalho são novos requisitos. Surgem na literatura dois modelos que bem expressam essa realidade: a carreira proteana e sem fronteiras. Este estudo teve como objetivo explorar de que forma servidores públicos federais da área de segurança pública – os peritos criminais do Instituto Nacional de Criminalística da Polícia Federal – gerenciam suas carreiras à luz de tais fenômenos, considerando o ambiente organizacional tradicional no qual estão imersos. Aspectos de comprometimento e entrincheiramento na carreira também foram considerados. Optou-se pela estratégia qualitativa com uso de estudo de caso e pesquisa documental. Foram realizadas onze (11) entrevistas em profundidade, cujo conteúdo foi analisado de acordo com uma grade temática pré-estabelecida. Os resultados revelam que atitudes de carreira proteana e sem fronteiras são identificadas mesmo com a rigidez do modelo administrativo de carreira do serviço público federal. Além disso, há indícios de entrincheiramento voluntário na carreira, sem, no entanto, afetar o comprometimento com a carreira. A pesquisa pretende abrir novas possibilidades de entendimento sobre o tema no setor público, em especial na área de segurança pública, considerando as peculiaridades de suas carreiras.

The diploma thesis looks into talent management in context of educational management with the application of professional literature analysis. It describes talent acquisition, human resource development, career management and succession planning and points out the connection between these and other human resource processes and talent management. It specifies the approach of personality psychology, industrial organizational psychology, vocational psychology, positive psychology, social psychology, educational psychology and management to the meaning of the talent. It defines talent management strategy, including a guideline on how to create one. It compares every approach to the talent amongst each other and summarizes the main difference. It presents research results on talent management application within organizations, which brings the attention to a low rate of application of this process and its complete absence within the educational institutions in the Czech Republic. It describes talent management best business practice in the educational sector abroad. It reaches the aim of the thesis, when it proposes a talent management concept in context of educational management and its implementation into educational organizations' practice in the Czech Republic. KEYWORDS career management, educational...

This master thesis focuses on actual topic of talent management. The thesis is divided into two parts, theoretic and practical one. The first one covers basic terms of talent management, evaluation, development and motivation, career management and retention of talented employees within company. In order to obtain necessary information secondary data were used. In second part there is an analysis of current state of human resources management in the company. The analysis is based on empiric research which consists of interviews with concerned people in company management and investigation of internal methodical materials. As a next step there is an analysis of employee's satisfaction which was realised through questionnaires. Thank to those data I suggested possible corrective measures to improve level of particular activities of human resources management in order to set up talent management, which is the main goal of my thesis. Based on previous findings and recommendations I also suggested complex solution of talent management's set-up in the company. Final part sums up results and recommendations for the company.

Denna studie undersöker studie- och yrkesvägledares uppfattningar om tidig vägledning. Kvalitativa semistrukturerade intervjuer med åtta utbildade och verksamma studie- och yrkesvägledare har genomförts. Det insamlade materialet analyseras utifrån Linda S. Gottfredsons (2002) Theory of Circumscription, Compromise, and Self-Creation. Studiens resultat visar att studie- och yrkesvägledare uppfattar att tidig vägledning kan motverka stereotypa föreställningar i arbetslivet, öka individers valkompetens och självkännedom samt göra att individer tar mer välgrundade beslut. Tidig vägledning kan enligt studie- och yrkesvägledare även bidra till stora samhällsekonomiska vinster. Enligt studie- och yrkesvägledare behöver studie- och yrkesvägledning i vid bemärkelse vara hela skolans ansvar och finnas med som en röd tråd genom hela skolgången. Centrala faktorer för att kunna bedriva tidig vägledning är enligt studie- och yrkesvägledare att vägledning behöver bli högre prioriterad och att det krävs en ökad kunskap hos huvudmän, skolledare och andra professioner kring vad studie- och yrkesvägledning innebär och vad den bidra med. / This study examines career guidance counsellors’ perceptions of early career guidance. Supporting this study are semi-structured interviews conducted with eight qualified and active career guidance counsellors. Collected material is analysed utilising Linda S. Gottfredson’s (2002) Theory of Circumscription, Compromise, and Self-Creation. Results of this study show that career guidance counsellors perceive that early career guidance can prevent stereotypical conceptions of work life, help increase an individual's competence and self-awareness as well as help individuals make more informed decisions. According to career guidance counsellors, early career guidance can also contribute to broader socio-economic benefits. This study recognises that career guidance in a broad sense needs to be the responsibility of an entire school and be included as a common thread throughout schooling. To be able to conduct career guidance at an earlier stage, career guidance counsellors claim that career guidance needs to be given higher priority among school leaders and other professions within the school. Consequently, an increased knowledge of the benefits of career guidance is required among these professions.

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The thesis deals with the career management from the perspective of the organization. The theoretical part concerns the definition and explication of the terminology (basic terms), approaches and methods in the process of the career management. The separate chapter is dedicated to the current issue of talent management and also to the interpretation of the research of career counseling in the workplace, which compares the approaches of employers to the career management of their employees in 25 states of the European Union. The incorporation of the domain of career management to the set of other HR activities in the organization makes also part of this thesis. The practical part of thesis describes the concrete example of work with prospective employees of the organization, i.e. the presentation of implementation of the development program for talented and key employees. The conclusion of the thesis comprises the evaluation of the effectiveness of the program, including the recommendations for its potential continuation in the future.