The four levels of employee development entail formal education, job experience, workers’ assessment, and interpersonal relationships (Noe, Hollenbeck, Gerhart, and Writ, 2011). Development prepares for changes that occur in the form of new jobs, new responsibilities, or new job requirements. In this regard, formal education would involve equipping the workers with the new skills needed for the changes. On top of schooling, the employees need to develop the right interpersonal skills that would make them fit well in the new positions or responsibilities. Besides, they need relevant experiences and assessment tools to ascertain the readiness of the workers for the changes.
On the other hand, the four step of career management involves the gathering of data, goals setting, feedback, action strategies and follow-up activities. In this respect, the company or employer collects relevant data (from self-assessment and reality checks) on the needs for particular roles in the job. It is from the data that the firm comes up with the needed positions, levels of skills, work setting, and skill acquisitions. After that, the employees would come up with an action plan on how to achieve the set goals. Due to the dynamics associated with career management, regular feedback is a necessity to help cover for any challenges and changes that may arise. Follow up activities emerges from the collected data (feedback).
It is evident that employee management and career management relates directly. First, career management determines the type of formal education one acquires. In particular, the skills and level of competence arising from the career management need to be the core aspects of education. Besides, the assessment would offer the required feedback that would help in setting up new strategies. Organizational and departmental needs are necessary for employees development, and that is what career management ought to determine. Whichever way one sees them, employee and career development are synergetic.
Reference
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2011). Fundamentals of human resource management (4th ed.). Chicago, IL: McGraw-Hill.
