Transition management in individual organizational career planning
| DOI | https://doi.org/10.1108/SHR-01-2019-0001 |
| Pages | 122-127 |
| Date | 10 June 2019 |
| Published date | 10 June 2019 |
| Author | Jan Laser |
| Subject Matter | Hr & organizational behaviour,Employee behaviour |
On another note
Transition management in individual
organizational career planning
Jan Laser
Abstract
Purpose –The purpose of this paper is to introduce the subjective perspective via the transition
approach to organizational career planning so that employees’ individual transition phases can be
evaluated,planned and guided.
Design/methodology/approach –A theoretical–conceptualanalysis is conductedin this paper.
Findings –The individualperspective can be included in careerplanning via the transition approach.By
dividing the transitioninto individual phases, the different requirementsof employees over the course of
time canbe analysed individually and correspondingmeasures (for example coaching)can be derived.
Originality/value –The added value of thispaper is that organizational career planningcan individually
analyse employees’ transitions, using a transition approach, increasing the likelihood of a successful
transition.
Keywords Change management, Career development, Transition management, Career management,
Career planning, Organizational career planning
Paper type Research paper
1. Introduction
Constant changes increase the number of (simultaneous) transitions to be mastered
(including foreign assignments and ascents and descents in the hierarchy). The more
transitions that employees have to master, the more flexible they need to become to adapt
to the new conditions. These changes can lead to a variety of challenges that employees
formally or informally resist.
Careers can be analyzed objectively and subjectively (Laser, 2017). The objective
perspective refers to the actual structural change of position, whereas the
subjective perspective focusses on how the individual perceives and values his/her career.
Because transitions need to be managed by the employee, an individual and subjective
consideration is necessary, which, according to the theory of continuous organizational
change (Schreyo
¨gg and Noss, 2000), assumes that change is not an interruption of an
equilibrium but the rule.
This paper explores the question of how the subjective perspective can be combined
with organizational career planning using the transition approach. The intension is to
coordinate the different, and sometimes conflicting, interests between the employee
and the employer to increase the likelihood of a successful transition. For this purpose,
a theoretical–conceptual analysis is performed. It first explains what is meant by
transitions and then introduces a transition cycle that is congruent with the assumption
of constant change. This paper presents attributes that are characteristic of work role
Jan Laser is a Researcher
and HR Business Partner,
Hamburg, Germany.
PAGE 122 jSTRATEGIC HR REVIEW jVOL. 18 NO. 3 2019, pp. 122-127, ©EmeraldPublishing Limited, ISSN 1475-4398 DOI 10.1108/SHR-01-2019-0001
To continue reading
Request your trial