Career development as indicated previously is the appropriate long term utilization and development of human talent in the work setting. Career management includes both organizational actions and individual efforts aimed at setting career goals, formulating and implementing strategies and monitoring the results. A balanced approach to career management includes both individual care, planning and organizational initiatives to balance career goals and organizational needs. The two strategies complement and reinforce each other, if individual employees have not planned well for their own development they may not be ready or willing to respond to opportunities presented through organizational career management activities. Similarly no amount of individual career planning and preparations will be effective if organizational opportunities for career movement are not available. According to Gutteridge, career development includes both career planning and career management.
Career development strategies followed by Indian Companies:
At the organization level, let us examine the career development strategies adopted by three leading companies in India.
Ernest & Young (India):
The global consulting firm uses the same career development methodology in India that it uses elsewhere. Primarily it seeks to align individuals’ aspirations with organizational business and functional goals, using the formal assessment system to check for skill gaps and career potential. While designing training tools they give serious attention to past performance, future potential, the individual skill sets and competencies of each manager and the need of the company. However, the firm often takes the assistance of professional trainers brought in from E&Y offices worldwide or relevant institutions to design specific training programs for different categories and levels of managers.
Most executives working for this South Korean car maker which started operations in India relatively recently, are middle level recruits from different industries who have been chosen on the basis of their track record – a factor whose influence pervades the company’s career development system. The company aims to convert these managers in to achievers for Hyundai with attributes like mental toughness, professional competence and an ambition to advance. The HR department devises interventions keeping these goals in mind. The HR functionaries are expected to look at the development process holistically. The company also conducts three day process lab where the systems are discussed using case studies.
The Canadian liquor major has a career development system that hinges on speedy induction. Among the inputs given during the induction program, fitting in with the organizational culture as critical. The aim is to enable the new entrant, to hit the ground running in terms of performance. The programs also include sessions on the history of the organization, product portfolio and operations. The programs include visits to markets, bottling units and sessions with each functional head.
Advantages of Career planning:
A career development system tries to strike a happy balance between individual career needs and organizational workforce requirement. A number of steps are undertaken with a view to enhance career satisfaction of employees and to improve organizational effectiveness. Career planning efforts, of course are not without problems: Table below gives the advantages:
Benefits to employees:
The employee has advance knowledge of career opportunities within the company. He knows where he stands where he wants to go, who is ahead of him, how to scale the corporate ladder. This helps him set his career goals more realistically and take appropriate steps to realize them.
Benefits to organization: Organizations can base their decisions more systematically. Fast tracks for stars could be arranged, training to slow movers can be provided, replacements can be planned in advance, hard working talented people can be retained through offering of attractive career options and compensation plans, job assignments can be made based on merit etc.
Relations between the employer and the employee would become more cordial, employee skills could be used properly and valued, employees could be retained as there will be an expanded image of the company as a people developer.