Scribd
Upload
70 views6 pages

Career Development in HRM

--

Uploaded by

rubaselva6
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
70 views6 pages

Career Development in HRM

--

Uploaded by

rubaselva6
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 6

Career Development

What is meant by career development in HRM?


Career development in Human Resource Management (HRM) refers to the process of improving
employees' skills, knowledge, and abilities to help them grow professionally and advance in their
careers. Career development is the support an organization provides to employee professional
growth, especially to employees' movement to a new position or project within the organization.
This support often includes coaching, mentoring, skills development, networking and career
pathing.

What is Career Development?

 Career development is the series of activities in an on-going/lifelong process of


developing one’s career which includes defining new goals regularly and acquiring skills
to achieve them. Career development usually refers to managing one’s career in an intra-
organizational or inter-organizational scenario. It involves training on new skills, moving
to higher job responsibilities, making a career change within the same organization,
moving to a different organization or starting one’s own business.
 Career development is directly linked to the goals and objectives set by an individual. It
starts with self-actualization and self-assessment of one’s interests and capabilities. The
interests are then matched with the available options.

 The individual needs to train himself to acquire the skills needed for the option or career
path chosen by him. Finally, after acquiring the desired competency, he has to perform to
achieve the goals and targets set by him.

 Career development is directly linked to an individual’s growth and satisfaction and


hence should be managed by the individual and not left to the employer. Career
development helps an individual grow not only professionally but also personally.
Learning new skills like leadership, time management, good governance, communication
management, team management etc. also help an employee develop and shape their
career.

Importance of Career Development


 Every employee working in an organization is looking for a career development which
moves in the right direction. Career path taken by an employee determines the growth.
Career should be planned in a way that it moves forward.

 Career development provides the framework with skills, goals, awareness, assessment
and performance which helps an individual to move in the right direction and achieve the
goals one has in one's career. Careful career planning is always useful for individuals to
succeed professionally and also helps to boost employee motivation in the organization.

Role of HRM in Career Development

 Career Pathing: HRM plays a pivotal role in defining clear career paths for
employees, ensuring they understand the progression opportunities within the
organisation.
 Training & Development: HRM is responsible for identifying skill gaps and
organising training sessions to enhance employees’ skills, ensuring they are
prepared for future roles.
 Performance Appraisals: Through regular evaluations, HRM identifies high-
performing employees and provides them with opportunities for growth and
advancement.
 Succession Planning: HRM identifies potential leaders within the organisation and
prepares them for future leadership roles, ensuring smooth transitions.
 Employee Engagement: HRM ensures employees are engaged and motivated by
addressing their career concerns and aspirations, leading to higher job satisfaction
and retention.
 Feedback Mechanism: HRM establishes a two-way communication channel where
employees can voice their career aspirations and receive feedback on their
performance and potential.
 Alignment with Organisational Goals: HRM ensures that individual career
development plans align with the organisation’s broader objectives, ensuring
mutual growth.

Career Development Methods


 Engaging with Experts: Collaborative discussions between subordinates and
superiors help outline the most suitable career development activities. In academic
settings, specialised career guidance is often provided by professors or dedicated
counsellors, ensuring students are well-prepared for their future endeavours.
 Participating in Workshops: Organisations frequently host multi-day workshops,
enabling employees to align their career goals with the company’s objectives. Some
workshops even extend beyond the organization, offering community-level insights
and opportunities.
 Utilising Organisational Resources: Many companies craft specific materials
tailored to their needs, aiding in employee development. Job descriptions, for
instance, offer insights into role requirements, helping employees gauge if t heir
skills align with internal job opportunities.

Stages of Career Development in HRM

Self-Assessment:

 Purpose: Helps employees understand their strengths, weaknesses, interests, and


values.
 Methods: Use of psychometric tests, interest inventories, and self-reflection
exercises.

Career Exploration:

 Purpose: Provide employees with information about various career paths and
opportunities.
 Methods: Career workshops, job shadowing, informational interviews, and
industry research.

Goal Setting and Career Planning:

 Purpose: Employees set career goals based on their self-assessment and


exploration and then create a roadmap for achieving those goals.
 Methods: SMART goal setting, individual development plans, and development of
a career action plan.
Skill Development:

 Purpose: Equips employees with the necessary skills and competencies for their
desired career path.
 Methods: Training programs, workshops, e-learning courses, and mentorship
programs.

Performance Evaluation and Feedback:

 Purpose: Assesses the employee’s progress toward their career goals and provides
feedback for improvement.
 Methods: Regular performance reviews, 360-degree feedback, and self-assessment
tools.

Challenges in the Career Development

 Lack of Clear Direction: Many individuals are uncertain about their true passions
and career aspirations, leading to confusion about their career path.
 Rapid Technological Changes: The swift evolution of technology can make
certain skills obsolete quickly, necessitating continuous upskilling and adaptation
to remain relevant in one’s field.
 Limited Growth Opportunities: In certain organizations or sectors, there might
be a scarcity of opportunities for advancement, causing career stagnation.
 Mismatch of Skills and Job Requirements: There can be a gap between an
individual’s skills and what employers demand, leading to difficulties in securing
desired roles.
 Balancing Work-Life Priorities: As professionals advance in their careers, they
often grapple with managing increasing responsibilities at work while maintaining
a healthy personal life, potentially leading to burnout.

Career Development Example


Imagine a person working in an organization in delivery department. The responsibilities include
delivery packages and picking up return requests. Over time after becoming and expert the person
decided to learn order management and starts training for it within the organization and learns the
skills. He takes a role in another organization and enters the order management and delivery
domain hence rising in the career.
Few years in the role, the person understand the supply chain management and warehouse
management quite well and in the same organization moves as a manager in the supply chain
department and keeps acquiring more skills in the SCM department. This is an example of how a
person can develop career over the years by acquiring new skills through experience and training
and can move to different roles within the organization or with other organizations.

You might also like