واقع تسییر المسار الوظیفي في المؤسسات الاقتصادیة : دراسة حالة مصنع دباغة الجلد تافنة بالعامرية عين تموشنت

Abstract

Every person during his career passes through multiple and successive stages, starting with the beginning of his work in it and ending when he reaches the age of retirement. Assuming that the individual remains in the organization throughout his career, the employee’s career life cycle is directly related to career planning, as it is based on awareness of the stages, principles and mechanisms of running this cycle, and the nature, challenges and aspirations of individuals in each of these stages, the career path involves understanding the knowledge, skills, personal characteristics, and experiences required of an employee to advance in his or her career, or through access to promotions and/or transfers across departments, and it requires an honest look at his or her career goals, skills, required knowledge, experience, and personal characteristics and a plan to get what is necessary for each of these areas to run his career path. It has been clear that the individual's awareness of his career path is necessary and that the conduct of the career path has an impact on the development of the human resource, especially if it parallels the strategy of the institution. On the one hand, the institution motivates the individual and develops his capabilities. In return, the individual strives to achieve the highest goals