Social Media Presence/LinkedIn
Planning and development of a career are crucial, and it is a continuous process that should be done on a regular basis (Cao, 2013). The primary aim of career growth is to maintain a healthy market share. The requisite of professional development includes customer services, brand building, and reputation management. It is mostly through networking that includes the use of social media such as LinkedIn, Facebook, and YouTube. In most cases, career development is considered as a standalone process. It is important to include career paths with organization's talent strategy (Eun, Sohn, & Lee, 2013).
In terms of showing the position and required role per stage, a career map is an essential requirement when making a personal career voyage (Holzle, 2010). A good career plan facilitates advancement from one job to another by offering personal growth and career advancement. Establishing a presence is important. Social media offers such a great platform to start and grow your brand. LinkedIn offers the best example. Profile creation, qualification, preference, and endorsement are keys. Networking help to build brand awareness, reach more clients and global market it also enhances clients relationships.
Customer services and reputation management
Customer services have been made easier and more personal through the use of social media. Real time communication has been improved, inquiries on products or services get instant feedbacks. Social media also help in facilitating and support the sale process by informing their clients of new changes, flavor, and also rebranding to encourage them to continue using the service or product and maintain client loyalty. Monitoring online presence enables more accessibility, driving more traffic and competition to your website. Social media creates a linkage platform to other parties, in additional to helping deal with critics.
A career as an organizational management analyst provides an insightful assessment of the management strategies that are most effective within organizations. The industry demand for management analyst is increasing as more organizations start focusing on management as a driving force tool toward corporate excellence. Currently there is an enormous gap between organizations that are well managed and those that have not adopted sound management strategies (Eun, Sohn, & Lee, 2013).
Competition in this career path is expected to be on the rise with time although currently it is not intensive. The key competitors include chief officers in organizations and auditors in firms. Compared to auditors and C.E.Os, a company’s management analyst has both leadership skills in management as well as the capacity to analyze relationships between employees and the managers in an organization.
As an organization management analyst, it is critical to focus on the role of managers in the organization's strategic plan, (O’Neill, 2012). Social media can help to facilitate internal communication too. It can serve as both official and non-official means of communication, helps to introduce and enforce company culture, support collaborative work and build a sense of community.
Goals and Objectives
As a management analyst, the first objective is to ensure that training opportunities are offered to all managers within the first year of the organization establishment. Incorporating useful management strategies in the curriculum also lays a foundation for the future managers and, also, for people interested in the field. Personal advancement through regular training is crucial (Hoekstra, 2011).
Providing services such as analysis of the organizational performance in relations to management, training the managers on how employees will be the primary duties of this analysis. I believe organization performance analysis is unique since they address the organizational needs in the 21st century that such efforts are also directed towards the organization’s excellence.
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Holzle, k. (2010) Designing and implementing a career path for project managers. International Journals of Project Managers, 28(8), 779-786.
O’Neil. (2012) Developing your career path. Occupational Health, 64, 20-22.