Security, Transport supervisor : Office correspondence and inventory management, Handling of small arms and automatic weapons, Basic knowledge of First Aid and Fire fighting. Security Officer : Trained in Fire Fighting, Security Measures, Exercising security measures to safeguard the Goverment property from theft, sabotage, and fire risks.
Security Officer : Being a reliable and conscientious worker with a person record of achieving targets and goals, Capability to enjoy and thrive upon challenges both inside and outside the working environment. Security Officer : Proficient in upkeep and maintenance of Safety equipments, Fire- fighting equipments, Smoke Detectors, Water level indicators views.
Security Officer : Provided escort services to visitors and customers, Keep an eye and report irregularities like leaking water pipes, security doors left unlocked, presence of unauthorized persons etc. Security Officer In-charge. Leave Planning.
Financial Management. Career Management. Technical Training. General Administration of group around persons in a major unit. Weapon Training Instructor Sub. In two Major units and worked as a Security Officer. Languages Known : Languages : Fluent in both English and Hindi in reading, writing as well as in speaking.
Strengths : Being a reliable and conscientious worker with a person record of achieving targets and goals. Capability to enjoy and thrive upon challenges both inside and outside the working environment. Having positive approach and outlook along with being organized and innovative within the work place. Having ability to communicate effectively with colleagues and to plan and priorities work.
Capability top control manpower of persons. Capability to handle financial and management dealing. Date : Place :. This is an online resume, managed by the candidate. Create your online resume here. If candidate allows, recruiters can contact the candidate directly.
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Career paths and ladders throw light on career progression and future job opportunities in the organisation. They indicate a career plan complete with the goal, intermediate steps and time-tables for realising the goal. The career centre is a sort of library in the organisation established to distribute career development materials such as reference books, career manuals, brochures, newsletters and learning guides and self-study tapes.
Employee assistance programmes help new recruits to adjust to the new work environment and colleagues. Such programmes include assessment centre, psychological testing, promotability forecasts and succession planning. The performance on these exercises is evaluated by a panel of raters and the candidates are given feedback on their strengths and weaknesses. This feedback helps participants to assess where they stand and what is to be done to scale the corporate ladder in future.
This is a process of identifying employees with high career potential and giving them necessary training and thereby groom them for higher positions. This is a report card showing which individuals are ready to move into higher positions in the company. The HR department keeps records of all potential candidates who could move into senior positions, whenever required. Seminars, workshops, job rotations and mentoring programmes are used to develop a broad base of skills as a part of such developmental activities.
To take care of the needs of special groups such as dual career couples especially in knowledge based industries a situation where both husband and wife have distinct careers outside the home companies are coming out with schemes such as part-time work, long parental leave, child care centres, flexible working hours and promotions and transfers in tune with the demands of dual career conflicts.
Out placement assistance is extended to employees who are laid off for various reasons. In addition to holding workshops, outside experts are called in to show individuals how to focus on their talents, develop resumes and interview with prospective employers. Special programmes are also organised for minorities, employees with disabilities, women and late-career employees so that they can have clear career goals and action plans in line with organisational requirements. Organizational perspective includes all those programmes which are organized and managed by the organization.
Individual perspective includes all those programmes which are managed by the individual himself. This is also known as self-development. Following organizational programmes are relevant for career development:. Initial challenging tasks that enable employees to use their maximum possible competence. Information dissemination to make employees aware about the working of the organization as a system.
Mentoring and coaching for continuous improvement of employees. Job rotation across the functional areas to appreciate functional linkages in the organization. Allowing sabbatical and funding it to gain knowledge by the employees from outside the organization. Career Counseling in Career Development Programme:. Counseling is interpersonal discussion with an individual who has a problem with emotional content in order to help him cope it better.
Counseling has very wide application within and without organizational context. The basic objective of counseling in organizational context is to bring an employee back to his normal position from a position in which he is experiencing a problem or to enhance the self-image of the employee. Career counseling is one of the several types of counseling that organizations adopt for betterment of their employees.
Career counseling involves advising and guiding employees in their possible career paths and the direction in which they ought to be heading. The need for career counseling arises when employees plan their careers and develop themselves for career progression in the organization. The role of counseling in career development is as follows:. As a result, either we overestimate or underestimate ourselves. As a result, they tend to choose a career path and related development techniques which do not suit them or are not worthwhile for them in the long term.
Career counseling tries to overcome this problem by suggesting them how to assess themselves objectively and what career paths and development techniques are best suited to them based on their strengths and weaknesses. Career counseling helps employees to develop positive thinking for development of their careers. Positive thinking refers to the persistent tendency to feel and behave in a favourable way towards any object or event including career development.
With a positive thinking, employees may take various development programmes in a positive way. They may pick up the valuable contents from these programmes and, with positive thinking towards themselves, they will apply these contents to develop their careers. In an organization, there are forces and dynamics continuously operating in its day-to-day operations such as meetings, other forms of group discussion, informal get together, etc.
These provide learning opportunities to employees. Employees can develop themselves if they are aware about how to capitalize these opportunities. Through career counseling, employees can be equipped to use these organizational dynamics to develop interpersonal skills, communication skills, and cognitive skills which contribute significantly in the long-term success of the employees. Workplace is most enjoyable provided one is ready to take it in right perspective.
When it is not taken in right perspective, workplace is treated as one of the worst places; it remains only a place for earning livelihood, and not a place of learning and development. Workplace is the best place of learning and development because most of the learning and development take place on the job. Career counselling helps employees to develop this approach by advising and guiding them how to derive maximum personal satisfaction out of the work performance.
The process is- performance leads to satisfaction and energizes for better performance; this induces to develop skills for better performance. This progression continues throughout the life. There are some groups of employees who need special attention in career development programme.
These groups of employees need special attention in career development programme because they differ from other employees depending on the group to which they belong. Throughout the world, there is increasing role of woman employees, both in managerial cadre as well as in non-managerial cadre.
In India too, this phenomenon is taking place. Woman employees face the following types of problems at the workplace:. There is sexual harassment of woman employees at the workplace. Another kind of problem that woman employees have to face is in the form of prejudices against woman employees. Though our Constitution provides that there will not be any discrimination on the basis of caste, creed, sex, or birth place, prejudices against women exist in the society as well as at workplaces.
This is because of masculine or male-dominated society. A masculine society defines gender roles in more traditional way. While the above problems are relevant for woman employees throughout the world, Indian woman employees are likely to face these problems more critically as India is a gender-biased nation. On the four parameters taken for identifying gender equality — woman state head, political empowerment, educational empowerment, and economic participation and opportunity, India is still worse in terms of economic participation and opportunity.
The economic parity index is based on four parameters — labour force participation, wage equality for similar work, senior officials and managers, and professional and technical workers. Because of this gender inequality, Indian woman employees are likely to face tougher situation at the workplace as compared to their counterparts in developed countries with lesser gender inequality. In the light of this situation, they need special attention in career development programme.
Woman employees should be educated to fight against sexual harassment and male prejudices. This can be done through well-directed counseling. Woman employees should not be engaged in those careers which involve high physical risk like fire-fighting, hazardous machinery, etc. The organization should develop a culture that provides equal status to women and men based on their performance.
There should be equality of treatment based on performance and other objective criteria and gender should not come in the way. A dual income family, also known as double income or dual career family, is one in which both husband and wife are working personnel, either in the same organization or in different organizations. In dual career families, where both husband and wife are working on full-time basis, there are two types of problems:.
There is a problem in making adjustment in personal life and work life of spouse. The question is- if both are working, who will look after the household activities including taking care of children? Traditionally, this is the responsibility of woman more than counterpart because of the traditions practised through ages.
Household responsibility often produces conflict between personal life and work life. As a result, there is a possibility of ego clash between them. In the light of the above problems, dual career families need special attention in career development programme which can be on the following aspects:.
If the spouse is working in the same organization, attempt can be made to engage both of them in compatible career paths. The compatibility in career paths may enable them in better management of their careers as well as the family affairs. If both are working in different organizations, they may be counseled to choose compatible career paths. The spouse may be guided to develop interpersonal skills and empathy to appreciate the viewpoints of each other.
This may reduce the anxiety for managing both careers and family affairs simultaneously. To the extent possible, flexi-time or remote working system involving telecommuting should be adopted. This system will provide opportunity to members of dual career family to adjust their work and personal time suitably.
In public sector, certain percentage of positions is reserved for such persons through legal provisions. In private sector, there is a move to put emphasis on recruiting persons belonging to such communities. Persons belonging to such communities face the following types of problems at the workplace:.
The basis of perception of inferiority emerges because of lower scores of these persons in selection tests and other quantitative criteria. Therefore, the interpersonal interaction between two groups of employees may not be as cordial as it should be. The efforts should be made to bridge the gap between two groups of employees. Some persons start their regular career late as compared to other employees in the same career. This may happen due to a variety of reasons like switching from a temporary career to regular career, discontinuation of studies because of personal, family, and other reasons and pursuing these subsequently, etc.
Those persons who start their career late are known as late career employees. Such employees face the following problems at the workplace:. Late career employees fall in higher age group as compared to other employees who have started their career well in time.
Because of this difference, there is some kind of incompatibility between late career employees and other employees. This may affect interpersonal relationships between them. The previous background of late career employees may put them in adverse situation to meet the requirements of their present career. If their previous career is not compatible with the present one, making adjustment with the present career becomes even more difficult because the way of working in the previous career interferes with that of the present career.
In the light of the above problems, late career employees should be given special attention on the following aspects in career development programme:. If late career employees have learned something which is incompatible with their career, they should be counseled and guided to forget this. Late career employees should be given emphasis to align their attitudes in line with the requirements of workplace.
If they have inferiority complex that they are over- aged to learn the new skills or they are elder in their group and, therefore, more experienced and knowledgeable, such attitudes need to be changed. Such attitudinal change may put late career employees to see the things in right perspectives.
In many cases, late career employees are not expected to reach at the top of a career ladder. In such a situation, either late career employees should be put on a career path involving lesser number of ladders or they should be made to realize the reality of the situation that making at the top is not quite feasible for them. When late career employees realize this, they may not develop frustration unnecessarily.
Servicemen are the people who are employed in defence — military, air force, and navy. On the basis of their ranks, they may be classified into three categories—operatives, junior commissioned officers, and commissioned officers. Recruitment in defence takes place at two stages — operatives and commissioned officers.
Some operatives are promoted as junior commissioned officers depending on their performance and promotability. In the category of commissioned officers, there are two types of openings — short service commissioned officers and regular commissioned officers.
Regular commissioned officers continue in the service for a long time while short service commissioned officers are appointed for a specified term, normally ranging between 5 to 15 years depending on the policy of recruitment applicable at the time of recruitment. All defence personnel are known as ex-servicemen after their retirement. However, officers retiring as short service commissioned officers and some categories of operatives tend to seek further employment in non-defence sector as they have long years to go in their life.
When such ex-servicemen join an organization, they face the following types of problems at the workplace:. They are oriented to a career whose demands are quite different from the demands of the career they join afresh. Such difference may be in nature of job performed and nature of work environment.
Therefore, they tend to experience difficulties in the new career. Often, there is a mismatch between what they have learned and used in their defence career and what they ought to learn and use in the new career. Like late career employees, they do not have enough time to learn and equip themselves to face the reality of the new situation. As a result, they do not have ample time for experimentation.
In the light of the above problems faced by the ex-servicemen, they need special attention on the following aspects in career development programme:. There is a need for aligning the past career of ex-servicemen with the proposed career. There is a need for changing the work styles of ex-servicemen in the light of the requirements of the new situation. They are used to work in highly authoritative structure with high emphasis on superior-subordinate differentiation, highly formal structure, and high level of routines.
In the new situation, they may not encounter with such features. Therefore, their total approach of working has to be changed through behavioural programmes. Like late career employees, ex-servicemen have certain limitations for vertical movement. This phenomenon should be emphasized so that they do not live on false hopes. Through behavioural training, this problem can be overcome. They are also known as physically handicapped personnel. Physical disadvantages may be in the form of lameness, hand problems, or any other deformity.
Such a feature may exist either at the time of birth of these personnel or they may have been injured in accidents. Whatever the reasons may be, these physically impaired personnel cannot work like normal personnel. Therefore, they face the following types of problems at the workplace:. Differently abled personnel cannot perform those jobs, either efficiently or at all, which require the use of those organs which are weak.
For example, a lame cannot undertake journey comfortably. Since physical impairment is a kind of physical deficiency, it can lower the self-concept of physically impaired personnel unless they develop strong will power to overcome this feeling. In the light of the above problems, physically impaired personnel need special attention on the following aspects in career development programme:.
Differently abled personnel should be put on career paths that do not require high physical exertion; they should be put on career paths which can use special skills developed by physically impaired personnel to compensate for their physical disadvantages. Differently abled personnel should be counseled to overcome their mental inhibition which may exist in them because of physical disadvantages. Once they overcome this mental inhibition, they can use their special skills more effectively.
The managers identify career paths and succession paths. This information should be made available to all employees concerned. For posting the jobs organisations can use bulletin board displays, company publications, electronic billboards and similar means. This technique helps to identify the available skills, abilities and knowledge. There workshops help for resolving misperceptions. Entry workshops help for orientation and socialisation activities.
Mid-career workshops help the employees with the same background and length of service. Late-career workshops are helpful for the employees preparing for retirement, employees who are frustrated over unfulfilled career goals. In fact, continuous education and development are highly essential for career planning and development. All writers who want to work with us must go through a series of tests. The series of tests are usually in English and all their different fields of specialization.
This is to ensure they have all the skills needed to produce high-quality papers. With our professional writers, you can be sure to receive high quality and non-plagiarized papers. Solution Essays employs writers with outstanding writing skills and full commitment to making students life better. We ensure we select the best and most qualified writers to ensure continuation in the production of high-quality essays and other academic papers. All our academic papers are all written from scratch.
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