Karnataka - Bangalore   

Of career review and advancement

Special Correspondent

Newcomers are surprised to find that their everyday job has a greater bearing on the company as a whole

Bangalore: A month after you are recruited, six months or even a year later, comes the time for what corporate coaches call a "career review'.

It has, in fact, become an integral part of the counselling, coaching and mentoring process in many organisations with regular intake of new recruits as in IT and ITES sectors.

A review helps build better rapport in the initial stages of a newcomer's career, many coaches say. A typical example may go into aspects such as status of the newcomer in terms of job performance, areas of strengths and weaknesses, positive and negative sides to be addressed in closer detail and coaching requirements as a whole.

Once a few weeks or months of active coaching has been going on, comes the time for a career review.

The fresher may then be asked to fill out a questionnaire that contains some typical queries. Like, how satisfied has he or she been with career progress so far, the high points and low points in their career, the job responsibility they have enjoyed or disliked the most, any specific skills and capabilities related to their specific job profile, as also any setbacks at work.

This is often followed up with a larger review of what is the new recruit's part in the organisation as a whole, its growth and objectives.

Many newcomers are surprised to find that their everyday job has a greater bearing on the company as a whole.

If it is product-oriented company as most are, there may be analysis as to the person's contribution to the quality of the product and its manufacturing process. As marketing people have realised, even the simple act of pasting a label on a package counts a lot.

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