Without a map and good career management, every employee and then left alone in treading the long road trip of his career. And this is really not an elegant route. It would be nice if the company is also seriously telling initiated a number of initiatives in managing the careers of employees.

Then the initiative or program anything decent career? The following best practices outlined try that can be done by companies in managing and planning employee career development. Provide Employee Assessment and Career Planning Workshops. One of the initiatives that can be done is to provide on-site workshops for employees to learn to take responsibility in their careers.

This workshop can also be accompanied with some sort of employee assessment in which employees can assess the capabilities, career interests, and values of their lives. The result of all this process can then be processed and formulated to map employees’ career planning. Conducting Career Coaching Workshops for the boss (manager). While the employees learn how to take responsibility in their careers, then their bosses will also need to be educated for in-house skills to empower the efforts of his men.

Here, the bosses were trained on how to become more proficient in the process of career planning, career guidance techniques, preparing various types of discussions prompted by the career employees, and also how to give honest feedback (problems will arise if the supervisor or manager also is blind about their own careers.

Knowledge, according to Davenport is a liquid mixture of experience, values, contextual information, and expertise that provide the framework for thinking to assess and integrate experiences and new information. This means that knowledge is different from the information, so information become knowledge if happen processes such as comparison, consequences, linking, and conversation. Knowledge can be divided into four types that are, a) knowledge of something; b) knowledge about doing something, c) knowledge to be yourself; and d) knowledge about how to work with others.

While the level of knowledge can be divided into three that are: 1) Knowing how to implement; 2) Knowing how to improve; and 3) Knowing how to integrate. With this kind of understanding about knowledge, then knowledge management can be defined as follows: “the process of translating the lessons that learned, which is in the self / mind of someone into information that can be used by every person“.

In this context, experts of human resource management see the knowledge management as a guarantee of knowledge which obtained then developed together with others in the organization. Thus, knowledge that obtained by the organization are fully available by providing the right environment, culture, structures and processes to motivate and encourage the sharing of knowledge at every level within the organization.

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Also management in a different meaning is a section that manages (regulate) an activity whether it is business, government, industry, finance, and others. It means that management is a group of individual people with what they posses (position, capacity, education, experience, expertise, and skills) and who have been given a specific authority.

Point of tangency of these two meaning of management lies in the word of “manage”, this word have been the main focus for us. Understanding the perception of the word “manage” will determine whether the management as a as technique or section will run effectively or not, whether to make something better or become worse.

Within each process of management will always involve many aspects, usually they are written in the form of 5M that are Man, Money, Materials, Methods, and Machine. These five aspects should be controlled at anytime so that can achieve optimum results, whether in terms of benefit or advantage.

For that the perception of the word “manage” should be interpreted positively for the goodness. The people who run management are human beings with all their equipment, to be successful or not are determined by the intentions and the efforts.

Therefore, management practices must be managed to absorb the growing aspiration and culture within its location. From one country to another, from one region to another, or from one company to another company is slightly different. We can not do a textbook thinking in the management practices to produce the same performance, because in some cases it is proved that management practices tend to be like an art.

Assertiveness in the lead and making decisions is required by a manager, because in their hands the decision about the way that will be taken by the company will determine the company’s development and its operations. Managers also must be responsible for their decisions in front of the board of directors, not always blame their incompetent subordinates.

Better if taking any decision involving many parties, both the subordinate or other relevant parties. With input from the others then managers can consider and take the right decisions and satisfy many parties. The relationship between managers and subordinates should also be good and maintain. There should be possibilities of 2-way relationship between managers and subordinates, rather than only one direct relationship which manager kept giving orders to his subordinates without hearing complaints and feelings of his subordinates.

If there is such harmonious relationship like a family in a company then it will create a solid and strong team work for running the company.

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