How to create a career plan

Dr. Renata Mihalič graduated in the field of personnel management at the Faculty of Organizational Sciences of the University of Maribor. She completed her master’s studies at the Faculty of Social Sciences of the University of Ljubljana. She obtained her doctorate in the field of labor law and social security law at the Faculty of Law of the University of Ljubljana. She is employed as the director of the consulting and publishing company Mihalič and partner. He deals with the development of human resources and intellectual capital, as well as with general management. He has more than twenty years of work experience in the field of employee development. In the areas of human capital management, organization and education, she first worked as an expert in business, then as a member of the Slovenian Army and as a consultant to the Ministry of Defence, and for the last fifteen years she has been working as an entrepreneur, consultant and researcher. Participates in various development, research and business projects.

She has co-authored and independently published several professional and scientific articles as well as business manuals, books and monographs. He also presents the results of his work and research at seminars, conferences and conferences. She received the Kadrovski up award (Planet GV, 2007), was nominated for the best diploma thesis (Faculty of Organizational Sciences, 1999) and for the best master’s thesis (Faculty of Social Sciences, 2006 and Faculty of Economics, 2007) and has the highest grade (successfully cum laude) defended her doctoral dissertation (Faculty of Law, 2014). She is a member of the Society for Labor Law and Social Security in Ljubljana, the Society of the Slovenian Academy of Management in Ljubljana and the Andragogist Society of Slovenia.

Individual career plans are a career management tool and represent an indispensable element of modern management of employees in organizations. The career plan optimally coordinates the actual level of professional and personal development of each individual with the current and anticipated requirements, needs and goals of the organization as well as the potentials and also the wishes of the employee, which enables correct and systematic guidance of career development. The personal career plan ensures the alignment of the career interests of the employee and the organization and provides key guidelines for the correct and individually guided development of each individual.

The pocket manual for the preparation and practical use of career plans comprehensively presents the concept of an individual career plan and all its content elements, on the basis of which we can independently prepare personal career plans for employees. The role of career plans in organizations and the purpose of their creation and use, as well as the fundamental advantages, both for employees and the entire organization, are presented. The manual highlights the role of direct managers and employees in the preparation of career plans. Emphasis is also placed on the execution, course and content of the personal career interview between the manager and the colleague, and in connection with the conduct of regular annual interviews. The basic forms of career plans and the differences between development, competence and career plans are outlined. The use of an individual career plan in education, work and task planning, employee evaluation and promotion is also presented. The method of organizing the system of career plans in the organization, the importance of monitoring their implementation and changes are also highlighted.

The manual is distinguished, like the entire collection of “30 Minutes for Management” booklets, by its convenience for immediate use in business practice, simplicity and comprehensibility. It is a response to the needs of managers for ever-wider knowledge and skills in managing employees, for which less and less time is available. At the same time, it is also a response to the fact that projects to introduce new tools by external contractors often burden the organization too much, both in terms of time and money. That is why the management of organizations increasingly decide to carry out such projects independently, for which we need useful knowledge and practical advice.

The book is intended especially for directors, managers, entrepreneurs, HR professionals and managers at all levels and areas of management in companies and other organizations.


Renata Mihalič



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