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Human Resource Management

Human Resource Management 2

Human Resource Management:

Career Development

With the rules of managing people always changing, organizations must be able

to adapt to change. With the ever changing labor market there is career development. At

some point throughout one’s career there will be some type of development. In career

development programs there are three aspects. Also within career development there is

diversity management and personal career development.

The first aspect of career developemnet programs is “the goal” matching

individual and organizational needs. “In the final analysis a career development program

should be viewed as a dynamic process that matches the needs of the organization with

the needs of employees” (Bohlander and Snell, 2004, p. 289). On an individual level

once a career has-been identified that fits the interest of the individual, research must be

started (Locke). The role of the employee is to manage their own. In doing so an employee has to

recognize their capabilities and strength. Knowing one’s self has been recognized as one

key construction of career self realization (Guichard). It is up to the employee in

further developing their career. Although an employee’s progress is ultimately his or her

responsibility. A manager can encourage the employee, and offer continuing assistance in

the form of feedback on the individual. In order for an employee to develop a career

plan, the organization has to insure information about its mission, policies, and plans are

given to the employee. If an employee fails to know the organization’s mission, he or she

is very unlikely to progress. Due to this many organizations issue mission statements.

Also in the aspect of the goal organizational programs has a role. “If career

development is to succeed it must receive the complete support of top management (Snell

Human Resource Management 3...