Employee who is
an Efficient and expert in his job will always look for a growth in his/her
career, they will always look for opportunity to learn and develop, and there
are various opportunities of employee’s career development. It might be through
the investment in training of employees, giving other opportunities at work
based on the aspiration of the employees etc. Identification of high potential
employees and thereby giving them right opportunities to grow, involvement in
decision making, proving a platform to access their ideas with an independence
to implement help employees to develop their career within an organisation (Hay
2002).
Most of the
retention strategies are focused on providing financial benefits rather than
career opportunities. Career opportunities have the strongest impact on
employee commitment while the impact of financial rewards is less. A
transparent career path helps an employee to stay longer in an organisation
(Gaurav Bagga 2013)The loyalty of the employee enhances when right career
development opportunities are rendered to the employees which results in
employee retention (Meganck, 2009). When an employee doesn’t see a clear career
path/development he/she will certainly start looking for other job opportunities
in the market where they can have their next step in their career. Since there
are high job opportunities in the marketing finding another job for a talented
employee will not be a challenge.
When
organizations do not have clear career development or career growth to their
talented employees, it will affect the organization by losing their efficient and
experts to their competitors, therefore organizations must create clear career
development for the employees working for them to grow in the career and life
which makes them to retain with the organization and achieve the organizational
objectives.
Reference:
Ans De Vos and
Annelies Meganck, 2009. "What HR managers do versus what employees
value": Personnel Review Vol. 38 No. 1, pp. 45-60.
Gaurav Bagga.
2013. "How to keep the talent you have got". Human resource
management international digest, Vol. 21 NO. 1, pp. 3-4.
Michael Hay,
2002. Strategies for survival in war of talent": Career development
International 7/1.
obviously organisation should take the initiatives to enhance their employees skills and upgrade the knowledge.
ReplyDeleteOrganisation must be having career development plan to each and every employee.Then employees will feel that organisation has recognized them and they are developed to
the next level.then that feeling helps to organisation to retain employees for a long time.
Well said. It is true that career development ideally benefits both the employee and the company as well.In a 2009 study, Hay Group Insight showed that employees felt much more engaged and committed to employers who offered chances for personal growth and development.Basically, companies that offer career development opportunities place a higher emphasis on employee retention
ReplyDeleteBurning topic in most of the organizations. Carrier development in multinational and large scale companies not easy like small and medium scale organizations hence managing large amount of employees by single HR department is significant task. Most of the employees seeking promotions any increment packages but company possible to allow few every year. Maintain Key performance Index (KPI) also a one modern Technic for employee carrier development but results can't entertain employee by maximum level.
ReplyDeleteBut well manage companies have carrier development plan for employees and taring & development Technics also use as a tools for improve their carrier. if company give attention and recognition also results less employee turnover