One of skilled work assignments in organization, oriented to determination of strategy and stages of development and advancement of specialists, planning of career.

It is a process of comparison of potential possibilities, capabilities and aims of man with the requirements of organization, strategy and plans of its development, expressed in drafting of the program of professional and post growth.

A list of professional and post positions in organization (and out of it), fixing optimum development of professional for employment by him to certain position in organization, is , picture of that, what way must pass specialist in an order to get necessary knowledges and capture necessary skills for effective work on a concrete place.

In organization can planning of career get busy manager on a personnel, employee, his direct leader (linear manager). Basic measures on planning careers, specific for the different subjects of planning, are presented.

Terms of career

Promotion is determined not only the personal qualities of worker (education, qualification, attitude toward work, system of internal motivations) but also objective .

Among the objective terms of career:

• an acme of career is higher post-modernism, existing in the concrete examined organization;

• length of career is an amount of positions on a way from first , occupied an individual in organization, to the point;

• an index of level of position is a relation of number of persons, busy at next hierarchical level, to the number persons, busy at that hierarchical level, where an individual is presently the career;

• an index of potential mobility is a relation (in some certain period of time) of number of vacancies at next hierarchical level to the number persons, занятье at that hierarchical level, where an individual is. Depending on objective terms a career can be perspective or dead-locked — for an employee there can be either a long quarry line or very short. Manager on a personnel already at the reception of candidate must project a possible career and discuss it with a candidate coming from individual features and specific of motivation. A the same quarry line for different employees can be and attractive, and uninteresting, that will tell substantial appearance on efficiency of their further activity.