Why career development is important

Why career development is important: all the keys you need to know

The career development of employees has a direct impact on the evolution of the company. When employees have adequate career development, they improve the quality of work. And this has a direct impact on the results of the projects in which they participate.

Training, performance evaluations, and career evolution are several aspects that influence the proper career development of each of the employees. In any case, it is something that indirectly ends up favoring the work environment by improving the employer brand or the performance of the company’s professionals, to give some examples.

Given its importance, any corporation needs to know in depth the concept, benefits, and disadvantages that its proper management entails. its phases or the relationship with performance management, among other aspects.

Key points

  • Career development is the growth of an employee within a company.
  • It has benefits for the company and employees. Greater productivity and job satisfaction are some of them.
  • The inequality of opportunities to grow at work is the main problem.
  • It consists of four phases: analysis, incorporation, activation, and monitoring.
  • The career development plan is the guide to achieving growth, both at the private level of employees and collectively for the good of the company.
  • To create a development plan, it is necessary to take into account aspects such as the analysis of the starting situation and the establishment of clear objectives.
  • It is possible to improve career development through performance management.
  • Self-improvement is one of the main objectives of career development.

What is career development?

Career development refers to an employee’s ability to advance at work within the company.

In order for the development to take place, a series of actions are carried out that aim to promote the personal and professional growth of the employee, changes that will make him feel satisfied with his evolution in the company and that will have a positive impact on his motivation and productivity.

There are two important aspects to achieving career development: on the one hand, training, and, on the other, recognition by the company. There is no doubt that, in order to develop professionally, in addition to the experience that is acquired over time, continuous training is necessary. You never stop learning.

As far as recognition is concerned, employees work in search of benefits. When they strive and train to be better, they are also grateful for recognition.

For example, with a promotion or a salary increase. Seeing that your career development has no value for the company implies disappointment, little effort, and leads to a reduction in productivity.

What are the benefits of career development?

Career development has benefits for both employees and the company itself:

  • It offers the possibility of growing professionally. One of the aspects that employees value most is the possibility of growing within the company. A corporation that is able to create a medium- and long-term itinerary that meets the worker’s development expectations will have a powerful tool for retaining talent.
  • improves work performance. Employees see that their work has a reward. Knowing that there are high probabilities of obtaining benefits (such as a promotion) improves the quality of your work and, with it, your performance.
  • Increase productivity. Employees who are happy and satisfied with the company tend to work focused on achieving goals. The desire and motivation to achieve the expected development make employees more productive.
  • It favors employee retention. When employees see that they have the possibility of growing professionally, they strive to achieve it and do not look for opportunities in other companies, so career development is an effective tool to retain employees.
  • improves the level of satisfaction. When a company allows career development, employees value it positively. They are satisfied with their work and show a high welfare state that also positively influences the corporation’s work climate.

What are the disadvantages of career development?

Career development is beneficial for employees and the company, but it is important to keep in mind that there are some drawbacks when implementing a career plan in a company:

  • If you perceive a certain inequality among employees’ potential to grow professionally, jealousy and even a bad work environment are generated.
  • To help with career development, in many cases, training plans are offered, which require an initial investment of time and money.
  • less development of teamwork. Employees tend to work individually for the benefit of their own growth. However, sometimes group work is necessary for the company, and, depending on the personality of the employee, it could suffer.
  • Sometimes, despite efforts to improve career development, the company may not meet the expectations of the employee, who may decide to go to another corporation, with the consequent loss of talent and resources invested.

What are the key phases of career development?

Career development is a time-consuming process. It consists of the following phases:

  1. Analysis. You have to know the starting situation of the organization and what its characteristics and values are to set clear objectives.
  2. Incorporation. The organization has to implement career development within the company. You must make your benefits known to employees so that each of them can decide if you are going to work focused on achieving such growth.
  3. Activation. To promote career development, it is highly recommended that the company take courses so that employees are engaged in continuous learning. It is the workers who make the decision whether or not to enroll in the training courses. Other activities can also be carried out that help improve work skills, such as workshops, group dynamics workshops, and presentations.
  4. Follow-up. The Department of RRHH is responsible for monitoring all those employees who want career development, for example, through performance evaluations.“
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