▪ достижение взаимопонимания между

▪ достижение взаимопонимания между фирмой и менеджером по вопросам развития и продвижения;
▪ создание благоприятных условий для развития и продвижения персонала в рамках организационного пространства и др. [12]
Управление карьерой сводится к совокупности мероприятий, осуществляемых кадровыми службами, позволяющих выявить лиц с высоким потенциалом продвижения, помочь им раскрыть свои способности и применить их наиболее выгодным для себя и организации способом в соответствии с разработанными схемами перемещения.
Для этого необходим постоянный анализ возможностей для развития карьеры сотрудников и регулярное заполнение формы, отражающей (где возможно, в баллах) результативность их труда, оценку квалификации, знаний, профессиональных навыков руководства и общения, способностей решать проблемы; перспективы роста потенциала на 3 - 5 лет и предположительный максимально допустимый уровень должности[17].
Хорошо организованная работа во всех сферах управления персоналом, позволяющая фирме не только обеспечивать себя квалифицированными работниками, но и строить на этой основе целостную политику подготовки и продвижения работников внутри фирмы, получила название внутрифирменного рынка труда.
Создание внутрифирменного рынка труда позволяет фирме в определенной мере быть независимой от колебаний внешнего рынка трудовых ресурсов. Однако формировать такой рынок в полном объеме, как правило, могут позволить только крупные корпорации, имеющие возможности ориентироваться на сохранение и развитие потенциала каждого сотрудника и создающие для этого условия. Основной задачей, которую решает организация внутрифирменного рынка труда, является сохранение накопленного в фирме опыта и квалификации, предотвращение их утечки и страхование вложений в подготовку работников[18].

Результаты (английский) 1:

▪ understanding between the company and the Manager on development and promotion;▪ the creation of favourable conditions for the development and promotion of staff in the institutional space, etc. [12]Career management boils down to the totality of activities carried out by the personnel services that identify individuals with high potential for advancement, help them develop their skills and apply their most profitable for yourself and your organization in accordance with the schemes of the move.This requires constant analysis of career development opportunities and fill out a form on a regular basis, reflecting (where possible, points) the impact of their work, assess the qualifications, knowledge, leadership and communication skills, ability to solve problems; the growth prospects of capacity at 3-5 years and the estimated maximum allowable level [17].Well-organized work in all areas of personnel management, which enables the company not only to yourself, but skilled workers and build on this basis a holistic policy of training and promotion of employees within the firm, received the name of an internal labour market.Create an internal labor market allows the firm to a certain extent, be independent of fluctuations in the external labour market. However, forming such a market in full, usually only large corporations can afford, having the possibility to focus on preserving and developing the potential of each employee, and create the conditions for this. The main challenge that solves an intercompany organization of the labour market, is to preserve the company's accumulated experience and skills, prevention of their diversion and insurance investments in the training of workers [18].

Результаты (английский) 2:

▪ achievement of mutual understanding between the firm and the manager on the development and promotion;
▪ creation of favorable conditions for the development and promotion of staff within the organizational space, and others. [12]
Career Management is reduced to a set of activities carried out by human resources services that enable to identify persons with a high potential for promotion to help them discover their talents and apply them most beneficial to themselves and the organization in accordance with the method developed patterns of movement.
This requires an ongoing analysis of opportunities for career development and regular filling of forms, reflecting (where possible, on a scale) the impact of their work, assessment of skills, knowledge, leadership skills and communication, ability to solve problems; growth prospects for building 3 - 5 years, and presumably the maximum allowable level positions. [17]
A well-organized work in all areas of personnel management, which allows us not only to provide themselves with skilled workers, but also to build on this basis coherent policy of training and promotion of employees within the company , called intra-market labor.
Establishment of in-house labor market enables the company to a certain extent be independent of fluctuations in the external market workforce. However, to form such a market in full, as a rule, can afford only large corporations with opportunities to focus on preservation and development potential of each employee and create the conditions for this. The main task to be solved in-house organization of the labor market, is the preservation of the company gained experience and qualifications, to prevent their diversion and insurance investments in the training [18].

Результаты (английский) 3:

the mutual understanding between the company and the manager for development and progress;
- the creation of an enabling environment for the development and promotion of staff in the institutional space and others. [12].career management is the combination of activities of human services, to identify individuals with high potential for advancement.help them to uncover their skills and apply them to the most beneficial for yourself and the way under the schemes of displacement.this requires the analysis of opportunities for career development of staff and regular filling in the form of (where possible, balls), their performance, assessment, skills, knowledge,leadership and communication skills, ability to solve problems; prospects for growth potential in 3 to 5 years and the estimated maximum allowable positions [17].