The employees of an organization and its management share a very symbiotic relationship, a relationship that is overwhelmingly dependent upon the quid pro qui principle of mutual benefits. The employees work for the organization by making use of all their skills and potentials and in turn demand that the management of the corporation satisfied them by providing them the benefits that they deserve because of their services.
The development and progress of any organization at any level is determined by the effort that is invested by its workforce and employees. The enterprise is able to register itself as prosperous in the corporate mainstream only when it has complete confidence in its employees that all their loyalties, dedication and determination lie and are entrenched for the growth of the corporation. But an important that rise here is when an employee intends to act this way.
It is only possible when the concerned individual is properly acquainted and familiar that the work he is doing apart from providing with a handsome salary and other fringe benefits has a bright and prosperous future at his disposal. This is something which has integral importance for the individual when he decides to choose a career in any field.
The entire phenomenon has become of intrinsic importance in contemporary business and profession selection primarily because in recent times individuals have been observed to choose careers and engage themselves in jobs that do offer them a good juicy salary but when it comes towards a sustainable career development side, the probability of progress is very bleak. In recent times because of the deteriorating economic conditions that the economy has been going through this trend has become far more applicable and viable at least for a temporary period of time. (Patton and McMahon, 2006)
Therefore realizing the significance and subsequent relevance of the issue during the course of this discussion we would be lime lighting the different dimensions and dynamics of career development and its consequent importance and role in terms of organizational development, the benefits that it has for individuals in terms of carefully and appropriately planning their career in relation to the work that they doing. In addition to this we would also be looking carefully at the relationship between career development and retention, the objectives that this entire process encompasses and the different categories and sub-divisions that it comprises of.
Career development: importance and benefits
Every employee joins an organization with a set of goals and vision in his mind. One of the foremost goals that he has in his mind is to foster a bright future and career for himself. Therefore it is the responsibility of the organization to create venues and frontiers that can help the individual formulate a bright career plan for him or where he is provided the convenience about acquiring a secure and sustainable future in coming years of his life.
In order to fulfill this purpose many organizations in contemporary times have formulated many policies and agendas which they adhere. Out of these the most prominent is the career development plan. With the help of the career development plan organization help employees to play a more proactive role in performing their job more efficiently and effectively. Moreover for more ambitious employees it is a sort of motivation that the organization intends to provide them in investing more of their effort in doing their work with utmost dedication and determination. Another reason which can be attributed with the emerging prime importance of this phenomenon is the looming level of competitiveness in the current corporate mainstream.
All organizations in modern times look towards exploring areas and ventures where they can compete with other rising organizations and enterprises. Therefore to meet the rising standards it is important for them to introduce measures and policies that can provide their employees with the confidence and credibility about their career and future security.
Until and unless employees are not provided with this relaxation it is not possible to extract and make use of their expertise and potentials to the maximum. In addition to this there are also a number of other aspects that highlight the importance of career development on an organizational platform. (Herr and Cramer, 1996)
In almost all organizations today there are a number of career enhancements and regular training programs are conducted by organizations for the refinement and the restructuring of the personality skills of its employees during different stages of their work. After realizing the importance of career development many individuals on freelance basis have also decided to take initiatives through which they can prove their skills and at the same time also enhance their career developing goals and objectives. Such initiatives and training sessions which are provided to students prove extremely helpful in refining their skills and talents in the field in which they anticipate to build and pursue their career in.
However it is important to realize that the significance of this entire process is inculcated within individuals either at a time when they are engaged in their studies or when they are performing an internship in any organization as a significant constituent of their educational requirement. When working in an organization either as an intern or employee individuals begin to realize the practical dimensions and the value of setting career goals and objectives. (Patton and McMahon, 2006)
The value of career development can further be manifested in the form that many organizations today as a part of their management and policy making process also value the experienced and expert opinion of the parents of their employees. Furthermore they also achieve an important benefit from this task and that is to help convincing parents that the organization in which their child is working or employed has a bright and promising future.
A major benefit that is also achieved with the help of career development prospects is the demarcation and segregation of the tasks that need to be performed either by the upper management of the organization and the human resource department. The management for instance has the responsibility to ensure that the needs and objectives of the business synchronize with the career goals of the employee.
This is important as it helps in producing a balance working atmosphere and also helps in assessing the level of expectations that the management can affiliate with the particular employee in terms of the level of benefit and revenue that he can generate for the company.
On the flip side it is the human resource side that helps in making the employee realizes the possible career prospects that are at his disposal by engaging himself with the work that he is doing. In addition to this the HR management also helps in explaining the employee about the compensation structure that may conform and compliment with the individual career growth.
Many companies currently operating intending to motivate their employees and in order to chalk out a clear agenda through which their performance in the company is evaluated the structure and concept of job bands have been devised. With the help and advent of this system employees are provided a crystal clear idea about the position that they currently and the one that they can achieve after a specified number of years in the organization.
In addition to this with the help of these job bands employees are also acquainted and familiarized with the level of compensation, allowances and fringe benefits that the company needs to offer them as they graduate from one level to the other. (Faria, 2011)
Career development and retention
There are fundamentally two perspectives with the help of which the relationship between career development and retention can be understood. First is the employee perspective and approach towards the kind of work he is doing and whether he wants to pursue it or not in terms of developing his career in it.
Some individuals irrespective of the fact whether they belong to a particular profession or not join it initially with the purpose of earning a handsome salary, but then with the passage of time when they begin to understand the dynamics of the business they decide to excel in the work that they are doing with the perception of creating their own business one day.
In such cases where the employee understands the sensitivity of his position the value of retention from the employee perspective is better understood and is therefore taken care off. The employee intends to sideline himself from any such conflict or participation in the dispute which can beget his retrenchment from the organization. On the other hand when the meaning of retention from an organizational perspective is concerned, in this case the value of the employee for the organization is an important factor that needs to be considered. (Tricia, 2000)
It is worth mentioning here that an organization never intends to lose any of his valuable employees that are an asset for it. Therefore they make every possible attempt to ensure that their employee retains within the organization and for that they use different methods and strategies.
The value of retaining a valuable employee is also important in contemporary business because of the fact that even organizations today completely understand that if their acclaimed employee applies in a competitor company, his services and skills will be used in the development of their competitor company.
An important question that needs to be considered here are the types of strategies and objectives which are applied for retaining employees. Some of these have been discussed below:
Constant Career development with training
An employee needs to be trained constantly and this may develop his or her career. Even if the person is a cleaner spotter for example, he or she may after being loyal with the company and trained properly can obtain a promotion and become a supervisor. Supervisor’s job is to have as much technical expertise than the employee who actually does the work. Somebody of this post will have to be someone who knows the job of a cleaner-spotter very well.
Knowing employee’s need
An HR professional must be aware of each employee’s needs and what the employee is expecting from him. Employees love to be trusted and talking to them will make them feel wanted in the organization and a happy employee always gives the best of his or her performance. By knowing what the employee need, the HR professional can allow the person to do the job he or she is more comfortable with and where he will be more productive, if the job is available and the employee meets the requirements.
Reward for good performance
Even a small reward can motivate employees and keep them satisfied, which goes a long way towards the primary employer goal to retain employees. These people can be rewarded for achievements such as doing the greatest number of jobs in a certain amount of time or because they have referred somebody for a job position in the organization.
Employee’s need for flexibility and work-life balance
If employees are given the choice to work at flexi-times, this may boost up the performance of so many people. Some may not be able to work in the morning because there are other important jobs to do but are willing to work at night shifts. Therefore, this will reduce the workload of other employees which means they can relax more and can come back to work in a better shape.
Use of modern equipments and technology
There is a textile company in Mauritius who makes their employees wear rollers to move around in the workplace. This is a fun way of doing work and for Recruitment manager this will be more profitable because more jobs will be done in less time. Modern technology will also make employees less tired but a lot of training and development should be done because not only the people working as pressers for example are not very qualified to understand the use of machines by themselves, but if machines are broken, this will cost Recruitment manager a lot of money.
By keeping older workers
Older workers are more stable and will not change jobs easily therefore, the organization must find ways of keeping older employees happy with their work and unload them as far as possible with a free mind.
By giving them a decent salary
A good way of making people work more is to give them a base salary with commission on each new client. This will motivate her employees to stay and work longer with the company.
By providing space for the staffs
An employee is happier and more motivated to work if they have a space for them to relax in their lunchtime. It has been proved that employees who are provided with a restroom are more productive than employees who do not. Therefore, a restroom with a television set, a sofa set, some indoor games and a fresh looking room with Feng Shui design will boost up their positive energy. (Burks, 2011)
In conclusion it would be appropriate to state that the career development has an important part to play in retention as well as in restructuring and reorganizing the structure of human resource as well as management principles in an organization. Furthermore when the employees of the company are fully aware of the fact regarding the compensations and benefits that they intend to acquire at every ascending stage their commitments, determination and dedication for the organization is concomitantly affected either in positive or negative ways.