| A | B |
|---|
| managers | Responsibilities of THESE people in a career development program include evaluating the performance of their employees and including career planning in evaluation conferences |
| cross training | Training an employee to do the work of another employee when the second employee is sick |
| career development | These programs match the long-term career planning of employees with the employment needs of the business |
| internal | THESE factors that are most likely to result in problems for an organization are the makeup of the company’s workforce, outdated work processes and technology, and poor management practice |
| change | The fundamental reason many previously successful businesses fail is an inability to do THIS |
| career plan | The first step in preparing THIS to develop an understanding of business concepts and the types of business careers |
| human resources | Planning for organizational change is the responsibility of THIS department |
| employment | Common levels of THIS are entry, career, specialist, management, and executive |
| departments | important indicators that an organization needs to consider making changes are decreasing revenue or profits, new competition entering the market, and conflicts among THESE |
| supervisor/management occupations | Occupations involving responsibility for specific units in a business and for decisions about operations and personnel |
| executive/entrepreneur occupations | Occupations in which the people are fully responsible for the success or failure of the company |
| job design | The kinds of tasks that make up a job and the way workers perform these tasks in doing their jobs. |
| individual career plan | A strategy which identifies the jobs that are part of the employee’s career path, the training needed to advance along the career path, and a tentative schedule for the plan’s activities. |
| specialist occupations | Occupations that require a variety of skills in one or more business functions and extensive understanding of the operations of a specific company or industry |
| entry-level occupations | Occupations which usually involve routine activities and require little training |
| career path | A progression of related jobs with increasing skill requirements and responsibility that provide opportunities for employees to advance within a company. |
| career development | An effort to match employees’ career plans with the changing employment needs of the business |
| job security | The likelihood of being employed by the same company in the future. |
| career portfolio | An organized collection of information and materials you develop to represent yourself, your preparation, and your accomplishments |
| tasks | he kinds of______that make up a job and the way the workers perform the tasks is job design |
| manages | The human resources department ___________ the career development program. |
| specialist | Buyers, website designers, and researchers are in THESE type of occupations |
| great | If effective career planning is done, there will be a ________need for employee training and development |
| relationships | Two important elements of an effective organizational development program are making improvements in work processes and building effective working ________________ |
| MANY | Once you accept a position in a particular field, you can still move on to ________ different career paths |
| goals | Studies have shown that employees who believe they are an important part of the organization will be committed to its success and will work to achieve the company’s ______ |
| jobs | _______ that are a part of the employee’s career path are identified in the employee’s career plan |
| everyone | Within an organization, career planning is the responsibility of ____________ in the business |
| career level | The level of employment in which people have the authority to control some of their work and make some decisions |
| unlikely | Today, a person is very ___________ to enter a business career without specific preparation |
