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Announcement of GDB # 02 for MGMT611 Human Relations (alt. code=HRM611) opening date 4th February, 2014 and due date 7th February, 2014.

Graded Discussion Board

Human Relations (MGMT611)

Dear Students

This is to inform that Graded Discussion Board (GDB) No. 02 will be opened on 4th February, 2014 for discussion and last date of discussion will be 7th February, 2014.

New model of Career Advancement

This Graded Discussion Board will cover first 35 lessons.

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Please Discuss here about this GDB.Thanks

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New model of career advancementThis lecture describes alternative model of developing our career. The suggestions in this lecture shouldhelp the person achieve career portability, the ability to move from one employer to another whennecessary. Career advancement has acquired a shift in emphasis in recent years to accommodate the neworganizational structures. The key components of the new model of career advancement are as follows:Career portability (components)1. More emphasis on horizontal growth, with a focus on new learning.Initially you used to move from lower ranks to upper ranks in an organization. This strategy has undergonea change now. Now the emphasis is given on learning new skills instead of relying only on skills you alreadyhave. As the change in environment help learning new things, that is why you should learn to appreciate thechange of doing different jobs in the same organization.2. More emphasis on temporary leadership assignments.You should realize the fact that in today's changing world; organizations give temporary assignments totheir employees. If you play the leadership role under certain circumstances; you can supposed to be playsome other role next time.3. Climbing the ladder of self-fulfillmentOr finding work that is self-fulfilling.4. Being promoted as much for learn-how as know-how.(Learn-how is the capability to learn.) Learning ability is more important than present skills. Companiesprefer those employees who have the ability to learn new things. Many organizations pay their employees tomake them learn new skills. This is because present knowledge is becoming obsolete due to rapidtechnological and environmental changes

Case study

Few decades back the job holder would be expected to engage themselves in a single job throughout their lives but nowadays the situation has changed. The professionals now focus more on lifelong learning and career development instead of just getting a job and performing it for rest of their lives. Nowadays professionals prefer the organizations which are focusing more on investing in the training and development of their employees.

Domino’s Pizza is the recognized world leader in pizza delivery; they have remarkable reputation in focusing and investing on training and career development programs of their human resource. Management is of the view that development of their human resource will lead them to their personal as well as organizational success. This approach reflects that they have trust on their workforce and this will not only boost up working potential of their workforce but also increase the productivity of their organization. In recent years this strategy has proved to be productive and the profit margin of the company has grown up to sound levels. Key to the success of domino’s Pizza is that they have developed the roles and responsibilities of their employees at different levels. With this strategy the employees of Domino’s Pizza became able to develop their careers that will reflect their true potential, along with the appropriate rewards of their work.

Based on above success story it can be concluded that training and development proved be the beneficial strategic tactics for Domino’s Pizza. Keeping in mind the good experience of the Domino’s Pizza you are hereby required to discuss the relationship of career advancement of an individual employee with the improvement of the organization?



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 sroda  thanks for sharing..keep it up 

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