Career development is the best way to enhance the employee’s skills. Specifically, a process wherein a person progresses through series of several sets of development activities or tasks. The career development involves significant processes; career planning and career management. Similarly, Hughes and Karp emphasize that the career development is necessary to those employees who are well motivated but have no proper direction. Realistically, the employees need tools and knowledge to plan for the corporate goals. In general, every organization has the effort in focusing on the development or enrichment of the human resources in order to assist the needs of the employees effectively. In addition, the career development uses respective theories as formal approaches used in order to provide the best interest of the employees and for them to desire qualifications and skills as required by the most organization. Eventually, the continuous process involves the progress of an employee through many stages and every stage has its own issues, terms, and tasks. The well-developed career can improve morale, boost productivities of the employees, and assist the whole organization to become more competitive locally and globally.
In a perspective of any organization, the lack of motivation to guide and provide the needs of the employees to their career possibly result in the shortage of employees to work certain positions, poor employee commitment, and insufficient utilization of money for development program or training. The assistance provided by the organization to the employees in the development of their career plan can decrease the rate of less interested employees and in quitting their job. In particular, the career development focuses on the significant objectives to meet the future human resource needs of the organization at the timely basis and to inform effectively the employees and organization regarding the potential ways that exist inside the organization. Moreover, to utilize the designed programs at its best is through the integration of selected activities, assignment, development, and management of careers in the organization plan. For example, the managers provide adequate training, staff development, and professional growth for the career development. Any career development program never fails in providing the right tools and techniques to enhance the skills and gauge the capacity. All the training can make the lives of the employee easier and the success happens in the end.
The significant processes such as career planning and career management play significant roles in the organization’s career development. Career planning has different engagements on activities necessarily performed by an employee. Often, the performances are under the supervision of counselors and other leaders. It implies that the counselors and leaders help improve the skills and abilities of the employees for them to establish a career plan in realistic ways. At the same time, Werner and Desimore demonstrate that the career management needs necessary and systematic steps to follow and achieve the implemented plans. For the most part, the career management’s focal point is on what the organization can do to promote the career development to all employees. On the other hand, more challenges occur that are associated with the ever-changing nature of work and workplace environment. Thus, the changes require the knowledgeable and well-skilled employees to perform adaptively, flexibly, and heartily engaged in the work.
In conclusion, it is very important to develop the employees’ skills and knowledge by encouraging them to engage in career development. At the same time, it is the responsibility of the organization to allow the employees achieve their personal goals to work effectively at work. Training and staff development are the opportunities for professional growth. The organization should ensure that all the policies and programs in the career development facilitate the continuing development of the employees. Every employee needs to take the initiative to develop the skills, enhances interests and seeks development tasks necessary to work.
Reference
Hughes, K. L., & Karp, M. M. (2004). School-Based Career Development: A Synthesis of the
Literature. Institute on Education and the Economy, Columbia University .
Kerka, S. (1998). Career Development and Gender, Race, and Class. ERIC Digest No. 199.
Lent, R. W., Brown, S., & Hackett, G. (2013). Career Development.
Werner, J. M., & Desimone, R. L. (2011). Human Resource Development (6th Edition ed.).
Mason, OH: Cengage Learning.
