Career Management – regarding their strengths and chances within just the organization awareness , established realistic Vocation administration can be seen like a procedure wherein workers acquire profession goals and objectives, use actions to accomplish those goals and objectives (Kumudha & Abraham, 2008). In this case, the administration makes an effort in showing the workforce job growth direction to understand and develop themselves through learning. Career Benchmarks Vocation benchmarks is a process where competencies required for job success are identified by comparing a sample of the successful performer of a particular job to a sample of the poor performer of the same job. People learn to identify the best in their field and understand what makes them successful (Epperheimer, 1997). The organization can use these results to identify and do a gap analysis with a poor performer to help them understand what they need to learn to be competitive. The skills gaps are used to determine employee’s development ambitions and execute strategies to meet them through learning. This technique of benchmarking keeps employees well-informed of changing skills need to maintain employability.free written Career Mapping Career mapping is a way of giving personnel information so that they can identify where they are in their occupation, how they are currently performing in their jobs, and whether their current skills fit in a job they would consider in future (Hohman, 2017). Career mapping helps the employee to understand how they can advance inside of the group. A career map identifies the knowledge areas and the skills that are required to master each of the core professions. Understanding where an employee is in her career path is important, it path an employee takes can provides insights for a new career (Mullins, 2009). By doing so, it helps employees reach their full potential by understanding their current development areas, listing possible profession paths and training and experiences required for future promotion. Therefore, individuals are able to move inside of the industry and ultimately to every kind of corporation the business serve (Carter, Kevin & David, 2009). Moreover, providing available 2 occupation paths is an indication of an organizations commitment towards employee development, and this can lead to improved employee commitment. Importance of Career Management Occupation management assists staff members to improve their performance because such program aims to assist employee to identify their strength and weaknesses so that they can generate their individual desired goals. It also helps an employee to identify and facilitate training needs by building a technique of feedback and discussion of the performance appraisal systems in the firm. Job management also helps employees in indicating available profession options within the institution. Through these programs individuals become aware vocation possibilities with the organizations; therefore they can identify skills and competencies that are needed to move to qualify for those people jobs. Effective vocation administration programs will also allow staff to be better informed and prepared for new roles making the transition process much easier. Most of the career management program focus on employees’ job plans, and this makes them committed to the institution. The employee will be more engaged if their jobs fulfil the intrinsic needs and personal desired goals of workers, and this increases job satisfaction (Kumudha & Abraham, 2008). Furthermore, it helps align personnel aims with organizational objectives, thus increasing workforce will and ability to move into roles that institution want them to play. Job management programs seek to improve the matching of jobs with right employees by assessing their skills and competencies and giving individuals jobs that suit them better. Therefore, it reduces the cost of recruit staff externally. Qualified people are likely to stay in an firm where they are offered a chance to progress and develop