Careers and Development Assignment Example | Topics and Well Written Essays - 2500 words

Careers and Development - Assignment Example Almost every job undergoes change in the fast moving business environment requiring intensive training to the staff to meet those changes (Self Improvement). Another reason that makes career training important to individuals is their own career progression. Even in cases where there is no change in the industry in which one person is working career training could make their promotions faster. Competitive business environment in particular will necessitate an employee to undergo as much career related as possible to further their career. This has given rise to different approaches to career management and training and development. This paper analyzes the importance of career management and training and development to improve the marketability and employability. It is always the case with a majority of the organisations that the career management of the employees remains peripheral. This situation is mainly due to the attitude of the organisation to look into career management as optional which results in a lack of time and resources as well as the commitment from the management dedicated to such a strategy. Career management also requires a long term commitment which very often is overlooked in favour of the short term organisational expectations. In order that career management activities are made into an effective strategy it is linked both to business strategies as well as Human Resources Management strategies. The major objective of career management as perceived by a majority of organisations is to develop future leaders. But in the present day business context this objective alone can not meet the talent requirements of any organisation. Hence it is not enough if the organisations talk only about opportunities for advancement and progression within the organisation but also about the marketability and employability of the employees. This calls for the filling the future skill gaps and thereby retaining the employees. This again calls for the organisation developing strategies with respect to career management that cover all the employees and support all of their activities towards individual and organisational advancements. Another shortcoming with the career management policies of the organisations is that they carry the discussion relating to the career management at the fag end of the performance appraisal meetings at which point the employees will not have the opportunity to express their career options. As such the performance appraisal meetings will be ineffective as the individual employees will not be able to voice their opinion about their career advancement if they feel it is going to affect their performance measures. Principles of Career Management Zella King points out the important principles that can make the career management strategy effective to make the employee remain motivated. These principles outline what is expected out of the individual employees also to make their career growth beneficial to them. The following are some of the principles that can ensure the implementation of an effective career management strategy: Consistency The individuals are likely to gather