Home' Trinidad and Tobago Guardian : November 5th 2013 Contents B3
Tuesday, November 5, 2013 www.guardian.co.tt Guardian
Organisational career development process
includes both individuals and institutions.
Individuals plan their own careers whereas
institutions or organisations manage the careers
of the employees. Career planning by an indi-
vidual includes several sub processes such as
occupational choices, organisational choices,
job assignment choices and career self-devel-
While the major sub processes of career
management by organisations include recruit-
ment and selection, human resource allocation,
appraisal and evaluation and training and
development. In order to have effective career
development attempts by the organisations,
designing automated career development sys-
tems plays a crucial role as it integrates a series
of activities related to individual career planning
and organisational career management involv-
ing employees, management and the organ-
An individual s career is a series or sequence
of work-related activities as well as his or her
future aspirations. It is affected by several fac-
tors such as his or her behaviour, attitude,
values, ambitions and desires and opportunities
and threats and weaknesses and strengths
plus the outer environment and economic
conditions. It is a deliberate process followed
by an individual depending upon his or her
desires and aspirations over the span of one s
life.Career management is an ongoing process
that takes into account a particular job title
or designation while preparing, implementing
and monitoring succession planning depending
upon the future requirements of an organi-
sation. Obviously, it also takes human factors
in account but the entire process is directed
and operated as per the needs and convenience
of an organisation. The best planning takes
into account both organisation s and individ-
ual s aspirations and creates a perfect mix
where both the parties can be benefited.
Designing career development systems
according to specific needs and requirements
of an organisation can help HR specialists in
bringing efficiency to the entire process of
career management. Since the system tries to
integrate all the activities of an employee,
management as well as an organisation, it has
to be tailor-designed.
There is nothing that fits all since the nature
of the every business is different and aspirations
of every employee in every industry are dif-
Most companies along with career man-
agement programs also involve career assess-
ment process by the employee. If they have
supportive environment such as a facilitator
and properly automated system, they will
properly assess their careers and fill genuine
information about themselves.
Most organisations such as Xerox, IBM,
Wal-Mart, Lincoln electric and Bell Atlantic
have their own specific career development
systems. Along with this, they provide their
employees with supportive environment and
a culture that supports the whole process of
career development. This is the reason why
these companies are considered as the best
places to work.
Since they manage the careers of their
employees seriously and treat them as the
most valuable assets of the organisation, a
very high percentage of university graduates
prefer joining them even if they offer low
While designing career development system
for an organisation, the nature of their business,
the industry and the business environment
they are operating in should also be considered.
Although it is an internal process of an organ-
isation but outer environment factors such as
job market, current trends, economic condi-
tions, etc affect the entire process.
Designing career development systems
Career development programmes are most effective
when they are integrated with the organisation s ongoing
training and development strategies. For being able to
do this, an organisation must have a carefully designed
career development system especially designed to meet
its own unique needs and requirements.
An automated and well-designed career management
system not only benefits organisations but also help
employees and managers or supervisors in establishing
effective communication with each other.
All the parties gain different benefits and combining
which they can together set an organisational culture
that supports such types of activities in an organi-
Once organisation has a fair idea about employee s
strengths and weaknesses, attitude and behaviour,
values and future aspirations and skills and compe-
tencies, they are able to make better use of employee
skills and put them at the right place.
The organisation can disseminate all important
details and information at all organisational levels in
order to ensure effective communication at all levels.
It fosters and lays emphasis on better communication
within the organisation as a whole.
It also helps organisation retain valued employees
by providing them what they want. Since the organ-
isation is able to collect all necessary information
about a specific individual, it can make efforts to retain
It establishes a reputation of the organisation in the
market. More and more working professionals see it
as a people developer and get attracted towards it.
Benefits to Employees
The major benefit of career development system to
employees is that they get helpful assistance and guid-
ance with their career decisions. They get to know
about their own aspirations, objectives and desires
and understand how to shape their career.
By using this system, they can set more realistic
goals and objectives that are feasible to be accomplished
over the span of one s life.
It fosters better communication between the employ-
ee and the manager as well as at all levels of the organ-
The best part is that they can get feedback on their
performance. This helps them improve their working
style and compels them to upgrade their skills.
The process leads to job enrichment and enhanced
Benefits to Managers/Supervisors
A career development system helps managers and
supervisors in improving and upgrading their skills in
order to manage their own career. Even they get to
where they are heading to and what their aspirations
are.It fosters better communication between managers
It helps them in retaining valued employees as they
get to know about their skills and competencies and
future aspirations as well.
It helps in discussing productive performance
appraisal of employees and planning their promotions
as well as their career graph.
It leads to greater understanding of the organisation
as a whole and cultivate a supportive and conducive
culture in the organisation. It helps managers in under-
standing the hidden aspects of employees and guides
them to allocate employees the right job that matches
to their skills and competencies.
Benefits to employees
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