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Career Development: The Roles Of Hr Professionals

2422 words - 10 pages

Running head: CAREER DEVELOPMENT: THE ROLES OF HR PROFESSIONALS

CAREER DEVELOPMENT: THE ROLES OF HR PROFESSIONALS

Career Development

Abstract
Career development is an increasingly critical component to an organization’s ability to meet its goals and challenges, retain profitability, and overall success. Today’s career development is mainly focused on self-analysis, development, and career management to allow employees to widen their skills and knowledge, and overall career path. Human Resource managers play an integral role in the employees’ career development process and it’s their responsibility to ensure proper career development channels are provided in order ...view middle of the document...

, 12). Therefore, employee career development need to be carefully thought out and planned for by human resource managers. Employees that are not given the opportunity to develop are likely to leave, so development and retention are related to a certain extent, and should be considered in tandem.
Employee career development, or the growth and progress of the employee and his career after being hired, is not only critical for job satisfaction but also for the level of the employee’s contribution to the company. Employees that continue to receive training and education, guidance, and expert leadership can reach their full potential and offer the company much more than they could on their hire date. Retention depends on a number of factors, such as the organization’s structure and leadership, human capital development, employee relations, compensation, and the degree of the employee’s engagement. Taken together, both factors contribute to the organization’s ability to adapt to change, meet unforeseen challenges, and meet corporate goals and objectives.

Elements of Effective Training
With employee career development and retention hinging in part on effective training, it behooves Human Resource managers to explore the most effective ways to train employees. There are various training methods, but the most appropriate ones will be those that meet the needs of both the organization and the employees and that can be adapted to employees’ individual learning styles. Training also needs to prepare employees to adapt to change, so it must be forward-thinking and proactive; the best time to train an employee to perform a new skill is before he or she needs to use that skill, not afterward, when he or she may be forced to muddle through without training for awhile. Having to perform a task they have not yet been trained for discourages employees, because they are most likely to fail at it, even if they expend an extraordinary amount of effort; therefore, forcing them to perform untrained mitigates against retention. This means that optimum timing is also a key element in effective training. In addition, a lack of training can make an employee’s future in a company limited, as change occurs rapidly in the globalized environment. The time invested to bring an employee up to speed initially is essentially wasted if the initial training is not augmented on an ongoing basis to keep the employee prepared for new assignments as they arise.

Components of Effective Retention and Career Development
Effective retention can be linked to a variety of issues that impact employee commitment and continued employability. Given the shift toward boundaryless organizations, a good change management program and effective leadership and training for operating within such an environment are essential. A boundaryless environment is alien to many employees, and the more pleasant and successful the company can make their transition...

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