How Does Organizational and Career Development Strategies Working?
Career Development planning refers to the procedure that an individual will go through to gradually evolve their professional occupational status in the given job market. In today’s competitive world, a suitable career can mean a substantial salary boost and positive benefits. To achieve this, an individual must first be aware of his or her interests, skills and strengths that can be used to create a fulfilling career.
This leads to Career Development Planning, which is the next logical step after identifying one’s interests and skills. It is the means by which an individual will make career progression, in alignment with his or her career goals. There are two main approaches that are taken in career development planning. These include formal career paths and informal career development.
Formal career development systems usually involve organization charts and rewards structures based on performance. The structure provides for an employee to measure success in terms of salary increases, prestige and other incentives. Many organizations now use merit-based bonuses to motivate employees to achieve career development objectives. Others use employee awards or trophies to recognize those with exceptional performance in various areas such as leadership, team building, customer service and quality improvement.
Informal career development systems allow employees to identify their own interests, develop skills and learn about new opportunities offered by the organization. This may take the form of networking, performing community service or performing internship or training. Employees also have the option of promoting themselves through open letters, public presentations or conferences. Allowing employees to set career goals, develop a plan to reach them and introduce rewards to reinforce their achievements help employees set high standards.
Implementing a career development system within an organization can lead to improved career satisfaction, retention and motivation. Some organizations provide training and mentoring to all new employees upon joining them. This reduces the gap between experienced and inexperienced employees and allows experienced and less capable employees to move up through the ranks. Such an approach helps to build a bridge between inexperienced and highly talented employees and organizations that provide excellent support.
Giving employees access to a variety of careers information, training and support can lead to career development. Employees are likely to be more committed to making a long-term career change if they know that they have the opportunity to pursue other career options. The best approach is to make sure that all career planning strategies are integrated into an overall career development strategy. The more activities there are to do, the better the chance that an employee will be committed to exploring other career possibilities. A simple example is that a decision to change from part-time employment to working at a coffee shop can be initiated at a local seminar and progressed through other activities such as training and self-education.
Implementing a career development plan should be based on two things: assessing what skills and talents employees have and determine what activities and career satisfaction those skills and talents could bring. Surveys of current and past employees often show that organizations that encourage their employees to explore their alternatives and improve their careers are far more successful. These organizations also tend to enjoy higher morale and turnover rates. It may seem obvious, but the first step towards long-term career development is providing your team with the tools, information and encouragement they need to make informed decisions that lead to greater career satisfaction.
Organizations that promote awareness, development and success often attract and retain talented employees. Employees that feel that they have a variety of options will be far more committed to exploring other career opportunities. Those employers who support their workers in achieving career goals have a much higher success rate at retaining those workers. In this case, career advancement strategies and organizations work hand-in-hand.