Manage its own career

For best and worst, the workers are increasingly responsible for the management of their career. "the companies do not know any more if they will be there in five years, indicates Mario Charette, adviser of orientation. Being unaware of what the future their reserve, they do not establish more rules to manage the career of their employees. They disinvest, calling upon the services of casual workers or contract. Many people find that difficult and do not acceptent, estimating that the entreprise broke its contract. But it will be never again like front."

The companies thinned their hierarchy and avancement offer less possibilities, underlines Jean-Marc Leveille, of the Dotemtex Group. "people must do themselves their plan of match, to see if they has prerequisites there to go to destination. If they must turn over to the studies, that's with them to make their steps and to plan their management of time. If they work 10 or 12 hours per day and do not have time to study, it can be the element release to put themselves on the market and to choose an organization which will leave them time to finish their schooling and to have a life of family. "As from the moment when a person ceases learning, it loses its advantage, continues it.

. If she wants to continue to concern new challenges, it's time to move and offer her competences with another company." That people are without employment or qu?ils is on the labour market, they are responsible for their development and the strategies to be implemented to achieve their goals, indicates Lyne Lemieux, co-ordinating professional development with the Ordre of the advisers in labour relations of Quebec. "the responsibility for the entreprise more consists in providing the resources and the tools with its employees to develop and preserve their commercial value and thus be able to offer their services to other employers so necessary."

The workers should take stock of their competences the every five to seven years to know where they are and plan their future, estimates Lionel Arsenault, which is with the head of Arsenault Formation/carriere, a firm of consultation under development of competences. "the assessment helps much to identify what must be worked, he says.

People who organize their wallet of competences well look at the tendencies and lay down new objectives. "the person who is an employment is that which holds competences, it summarizes. That which it preserve is that which prolonged these qualities in its employer."

The trick, believes it, is to maintain its qualification level up to date.