{"id":2287,"date":"2017-12-05T14:44:56","date_gmt":"2017-12-05T11:14:56","guid":{"rendered":"https:\/\/www.bsicenter.com\/cmi\/"},"modified":"2022-10-22T15:49:17","modified_gmt":"2022-10-22T12:19:17","slug":"cmi","status":"publish","type":"page","link":"https:\/\/www.bsicenter.com\/en\/cmi\/","title":{"rendered":"CMi"},"content":{"rendered":"

Career management or career development<\/h2>\n

CMi: Career Management Intelligence<\/strong><\/span><\/h3>\n

\u00a0CPMi: Career Path Management Intelligence<\/strong><\/span><\/h3>\n
\"\u0646\u0638\u0627\u0645
Career management system of Tehran Municipality
Creating a career path
and the software of Karraheh<\/figcaption><\/figure>\n

 <\/p>\n

Career management<\/strong> \u00a0CMi \/<\/span> CPMi<\/span><\/p>\n

Career development path of employees<\/span><\/p>\n

The introduction of business intelligence is transformation in the field of human resources, and human capital must reach the maturity of intelligence transformation. Continuous training, evaluation and internal promotion can create a huge transformation in the organization and bring agility that will increase profitability.<\/p>\n

Human capitals in the organization should know their current position, be aware of their job needs, and be internally prepared for advancement. Know where they can be effective in the organization based on their abilities and what needs they need to overcome in order to be promoted in their unit or other units.<\/p>\n

There is a new branch in human resources called career development management, with the aim that the series of jobs that people undertake in the organization should not be random and accidental, but the career path of the person in the organization should be based on a correct logic and according to a specific goal. be planned<\/p>\n

In order to get more familiar with the category of career management or career development, it is better to understand the points of view in the career path:<\/p>\n

    \n
  • The first point of view: the career path is considered as an organizational asset of an organization and the career path is considered a dynamic and dynamic path.<\/li>\n
  • The second point of view: the career is presented as an individual asset instead of the organization’s asset. Since almost all employees in different organizations gain unique experience in jobs and positions, each person follows a unique career path.<\/li>\n<\/ul>\n

    In this section, we want to narrate the words of elders and scientists in this field:<\/p>\n

    Arthur Hall and Lawrence (1987) define career as the growing sequence of a person’s job experiences over time, and Feldman adds job-related behaviors and attitudes to it.<\/p>\n

    Other researchers have also had similar interpretations and definitions:<\/p>\n

    Career path is the result of attitudes and behaviors related to work experiences in a person’s life.
    \nIn another definition, Hall considers career as the result of job-related activities and experiences towards organizational and personal goals.<\/p>\n

    Career management teaches people not to depend on their superiors and bosses to climb the ladder of advancement, unlike the past, and to know that specialized anchors are one of the best anchors for progress. It is the employers and managers who should be looking for knowledge workers and receiving their services, not the workers.<\/p>\n

    BsiCenter Business Clinic, a provider of intelligent business solutions, has taken a big step in the career development of employees and its correct design by producing this software based on global job design standards.<\/p>\n

    This effective tool has been implemented in Iran and soon you will hear basic news in this field.<\/p>\n

    Stay with us and see us by your side.<\/p>\n

    Objectives of employee career development management:<\/h4>\n
      \n
    1. Increasing the effectiveness of the organization by aligning individual and organizational demands<\/li>\n
    2. Improving the performance of employees in line with the main mission of the organization<\/li>\n
    3. Identification of employee talents<\/li>\n
    4. The possibility of permanent benefit of employees from job promotion opportunities<\/li>\n
    5. Creating replacement programs for employees and management for human resource management information systems<\/li>\n<\/ol>\n

      Edgar Schein defines and explains the path in the form of the following phrases:<\/p>\n

        \n
      • Gaining managerial competence<\/li>\n
      • Acquiring individual and practical qualifications<\/li>\n
      • Gaining independence and independence<\/li>\n
      • Acquisition of creativity<\/li>\n
      • Finding balance in life<\/li>\n<\/ul>\n\n

        Compilation of Career Path and Career Path Software<\/p>\n\n

        Among the reasons and the necessity of a career improvement program in the organization, we can mention equal employment opportunities, quality of work life, competition for talented employees, avoiding old skills and acquiring new skills, maintaining employees, optimal use of employees, which is an opportunity for It creates knowledge, progress and advancement of employees in the organization.<\/p>\n\n

        The main goal is to design the model, executive processes and tools for compiling the career path of the organization’s employees.<\/p>\n\n

        Sub-goals:<\/p>\n\n

        In order to achieve the main goal of the project, the following sub-goals were also followed:<\/p>\n\n

        1) Helping organization managers in succession planning and training future managers<\/p>\n\n

        2) Informing the organization and employees about the potential career paths of the organization<\/p>\n\n

        3) Determining the horizontal transfer routes of the organization’s jobs (job rotation)<\/p>\n\n

        4) Determining the paths of vertical movement of the organization’s jobs (job promotion)<\/p>\n\n

        5) Pilot implementation of the developed model of the career path<\/p>\n\n

        Specialized software for organizations and companies that are concerned about human resources and career advancement based on individual and organizational competencies, skills and abilities can bring organizational agility and human, moral and professional maturity.<\/p>\n\n

        \"\"<\/figure><\/div>\n\n

        Roadway system design steps<\/p>\n\n

        • The first part: job design<\/li>
        • The second part: evaluation of employees<\/li>
        • The third part: drawing a career path<\/li><\/ul>\n\n

          Designing a database for career management system is one of the most important parts of the design, and the expert colleagues of the business clinic have designed it based on the global standards of the Human Resources Management Committee.<\/p>\n\n

          The first part: job design<\/p>\n\n

          • 1-1- Definition of jobs<\/li>
          • 1-2- Determining work duties<\/li>
          • 1-3-and designing job requirements
            • And …<\/li><\/ul><\/li><\/ul>\n\n
              \"Creating<\/figure><\/div>\n\n

              The second and third parts are very important in software design and the third part is as follows:<\/p>\n\n

              The third part: drawing a career path<\/p>\n\n

              In drawing career path, their career development path is predicted through the evaluations of different employees in the form of competence profile, performance profile and development profile.<\/p>\n\n

              <\/p>\n\n

              <\/p>\n\n

              For more information, you can communicate effectively through the clinic’s Instagram page, as well as email and phone calls. With pride, we will be with you to practice transformation with progress and success.<\/p>\n\n

              Career management system can be designed and implemented for your organization.<\/p>\n\n

              Senior business consultant and business intelligence trainer<\/p>\n\n

              Career management software designer<\/p>\n\n

              Abutalib Habibi Machiani<\/h4>\n\n

              09124047438<\/span><\/h3>\n\n

              BSICENTER_OFFICIAL@<\/span><\/strong><\/h2>\n\n
              \"Business
              Business Clinic and Business Intelligence<\/strong><\/figcaption><\/figure><\/div>\n\n

              <\/p>\n","protected":false},"excerpt":{"rendered":"

              Career management or career development CMi: Career Management Intelligence \u00a0CPMi: Career Path Management Intelligence   Career management \u00a0CMi \/ CPMi Career development path of employees The introduction of business intelligence is transformation in the field of human resources, and human capital must reach the maturity of intelligence transformation. Continuous training, evaluation and internal promotion can […]<\/p>\n","protected":false},"author":1,"featured_media":2266,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"page-templates\/home6.php","meta":{"footnotes":""},"_links":{"self":[{"href":"https:\/\/www.bsicenter.com\/en\/wp-json\/wp\/v2\/pages\/2287"}],"collection":[{"href":"https:\/\/www.bsicenter.com\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.bsicenter.com\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.bsicenter.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.bsicenter.com\/en\/wp-json\/wp\/v2\/comments?post=2287"}],"version-history":[{"count":1,"href":"https:\/\/www.bsicenter.com\/en\/wp-json\/wp\/v2\/pages\/2287\/revisions"}],"predecessor-version":[{"id":2288,"href":"https:\/\/www.bsicenter.com\/en\/wp-json\/wp\/v2\/pages\/2287\/revisions\/2288"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.bsicenter.com\/en\/wp-json\/wp\/v2\/media\/2266"}],"wp:attachment":[{"href":"https:\/\/www.bsicenter.com\/en\/wp-json\/wp\/v2\/media?parent=2287"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}