Page 242 - DMGT518_TRAINING_AND_DEVELOPMENT_SYSTEM

Unit 14: Contemporary Issues in Training and Development

14.3 Career Development and Training Career Development Notes

Career development is essential to implement career plan. Career development consists of
personal improvements undertaken by the individual employee, training, developmental and
educational programmes provided by the organisation and various institutes. The most important
aspect of career development is that every employee must accept his responsibility for
development. Various career development actions prove useful if an employee is committed to
career development. The career development actions are:

 Job performance: Employee must prove that his performance on the job is to the level of
standards established, if he wants career progress.

 Exposure: Employees’ desire for career progress should expose their skills, knowledge,
qualifications, achievements, performance etc., to those who take the decisions about
career progress.
 Resignations: Employees may resign the present job in the organisation, if they find that
career opportunities elsewhere are better than those of the present progress.

 Change of job: Employees who put organisational loyalty above career loyalty may change
the job in the same organisation if they find that career opportunities in other jobs in the
same organisation are better than those in the present job.

 Career guidance: Counselling provides information, advice and encouragement to switch
over to other career or organisation, where career opportunities are better.
Thus, there are two types of employee mobility in career development actions. They are internal
and external mobility.
(a) Internal Mobility vs External Mobility: External mobility refers to movement of an
employee from one organisation to another seeking better placement based on his skills
and the requirements and needs of various organisations. Employees resort to external
mobility techniques and the organisation resort to external candidates when the chances
of suitable placement on either side or both the sides are non-existent within an
organisation. An employee prefers internal mobility as long as he is sure of getting
suitable placement/employment within the organisation. Similarly, organisations may
resort to internal mobility until they find suitable candidate for different jobs.
(b) Need for Internal Mobility: Basically internal mobility is necessary to match the employee’
skill and requirements within the requirements of the job and those of the organisation
continuously. Internal mobility is needed because of the following reasons:
1. Changes in job structure, job design, job grouping, etc.
2. Changes in technology, mechanisation, etc., resulting in enhancement of job demands.

3. Expansion and diversification of production/operations.
4. Adding different lines of auxiliary and supportive activities.
5. Taking up of geographical expansion and diversification.

6. Introduction of creative and innovative ideas in all the areas of management resulting
in increased job demands.
7. Chances in employee skill, knowledge, ability aptitude, values, etc.

8. Changing demands of trade unions regarding protecting the interests of their
members.

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