The essence of career development and career progression lies in progress towards a specific set goal.
Career development is a continuous process followed by systematic planning and calculated steps taken towards achievement of the personal goals. Given a fact that it is a continuous process and that organizations are following a strategic recruitment process, the ideals of the employees and practices of the organization should align.
For example, the target of some candidate is to reach a level of Vice President, from Associate Manager within a span of 10 years, whereas he ends up joining an organization which have a policy that Vice Presidents must have minimum of 15 years of experience, then in that case the organization is not a right fit for the candidate. On the other side, the organization would not prove to be helping hand in career progression of the candidate.
Therefore, it is advisable that every individual should select the right organization which matches with his expectations of career progression and ends up in giving him satisfaction and in turn he ends up in being the best productive employee. The candidate should well plan his career goals and make a strategic development plan.
In order to match his professional goals, he need to discuss his ambition and goals with the HR manager from time to time. A lot of organization’s offers a chance to existing employees in their different business verticals instead of hiring from external sources. In that case the employee should have shown his willingness for movement and interest in other business verticals.
Since career development is a continuous process, the process will yield better results if the planning is done in a systematic way.
A lot of organizations use automated tools to map their employee’s career growth. The organizations work towards improving the employability of their employees, draw a plan of skill development, draw a plan for training & development and promotions.
On the other hand, the employees also draw a systematic progression plan. The candidates ensure that they have right skills and they are competent enough to be eligible for internal promotions & department transfers. For examples, the candidates which are on technical domains and wish to move ahead in leadership roles, should make a move to take higher education or acquire high level professional degree which is essential for leadership roles.
The career development processes involve efforts from individuals and organizations in equal and right way which will create a conducive environment, which will help in achieving goals at the same time.
The organization’s design a career development system, which starts from the first step of recruitment and move towards allocation of resources at the right places, annual and half yearly performance appraisals, evaluation, requirement of trainings on soft and hard skills and lot more engaging activities. Every employee undergoes periodic training activities depending upon the role he is playing at present and the role he is expected to play in near future. For example, Leadership development training is an essential training for mid-level and top-level management employees. The organizations train their employees in order to make them better leaders and understand the responsibilities underneath their roles.
The organizations have a major concern about willingness of the employees about specific tasks or transfers. The employees who undertake tasks or higher responsibility unwillingly, end up affecting productivity which becomes a huge cost to the organizations. However, if specific transfers come with promotion or increment in salary, the employees would go for it with a positive mind.
On the other hand, the candidates career development system is based on factors such as his attitude towards work, life and career, his behavior, individual value systems, ambitions, family responsibilities, strengths and even weaknesses. His own aspirations for movement, acquiring new skills are major contributors which design his individualistic career development system.
It is therefore important that employees design their career development plans and select the kind of organization that best fits their plans. It becomes candidate’s responsibility to let the organization know about his specific goals and aspirations. The organizations support in employee’s growth if the employee itself is aware about his career path and take right steps in personal growth.