Page 200 - DCOM102_DMGT101_PRINCIPLES_AND_PRACTICES_OF_MANAGEMENT

Principles and Practices of Management

Notes 2. A suitable career development programme enables the organisation to receive maximum
contribution from employees. Since this helps employees to enhance their skills for higher
positions, both under utilization of employee’s potential work energy and their
underemployment can be avoided.

3. Career development makes employees more adaptable to changing requirements of the
organisations. The requirements may either change due to new technology [Computer
Numerically Controlled Technology (CNC), Numerically Controlled Technology (NCT),
Direct Numerically Controlled Technology (DNCT) and Flexible Manufacturing System
(FMS)], or new management philosophy and style (like, just-in-time manufacturing, total
quality management, etc.).

4. It provides an objective basis to describe the steps of progression in a given organisation,
and therefore, minimizes unfair promotion practices of employees reducing the chance of
‘promotion by discretion’. Thus, a suitable career development programme avoids
employees’ resentment on promotion issues, which has now become a major causal factor
of industrial disputes in India.
5. Most of the organisations are now also manned by women and other minority classes of
employees. A career development programme ensures equitable opportunity for career
progression of these classes of employees also. Thus it meets the requirements of equal
employment opportunities for all.
6. A career development programme gives opportunities to employees to acquire more
skills, obtain desired jobs, share increased responsibility, enjoy scope of job mobility and
derive increased job satisfaction.
11.8 Significance and Advantages of Career Development

The significance and advantages of career development both from organisations and employees
point of view can be summed up as follows:

1. It reduces employee turnover by providing increased promotional avenues.
2. It improves employee morale and motivation.
3. It enables organisations to man promotional vacancies internally, thereby providing
opportunities to reduce the cost of managerial recruitment.
4. It ensures better utilization of employees’ skills and provides increased work satisfaction
to employees.
5. It makes employees adaptable to the changing requirement of the organisation.
6. It reduces industrial disputes related to promotional matters and thereby provides
opportunity to the organisation to sustain harmonious industrial relations.
7. Employees’ loyalty and commitment to the organisation can be substantially increased
and thereby organisations can enjoy the privilege of increased employee productivity.
8. Career development programmes being an objective description of career progression,
ensure equitable promotional decisions even for women and minorities in an organisation.

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