HRM in Employees' Career Development - Research Paper Example

 Input of Human Resource Management (HRM) in Employees’ Career Career development refers to the process through which the employees improve via a series of stages. Each of these stages usually has its own set development activities, relationships and works. Ideally, career development is a hierarchy of employee improvements. They move from basic skills and knowledge to advanced skills and knowledge. To ensure career development, both the employees and company management should be ready to assist each other and pursue goals of the organization and those of the employees. Employee training and development is very important as it helps employees to grow and develop further in their careers. In addition, training and development of employees plays a great role in enhancing employee productivity. Increased employee productivity enhances efficiency in organizations hence helping improve the performance of an organization. Therefore, it is the duty and responsibility of the HRM to help employees through various ways in developing their careers (Noe 6). To begin with, the HRM of many organizations enhances employee career development by clearly communicating the strategy and direction of the organization. HRM is always focused on ensuring that the employee’s career goals match with those of the company. For instance, when the company plans to exploit new opportunities that require new skills, the company gives the employees the chance to decide to move on or to adopt the new skills in order to exploit the new opportunities. It becomes easier for the employees to make good career decisions if they have a clear understanding of where the organization is going (Noe 6). In addition, the HRM also enhances employee careers by proactively managing opportunities for high-potential employees. The HRM focuses keeping top talent and keeping them engaged through allowing the employees to get access to development opportunities. It is really important to focus much on the valuable employees’ development and plan on how to advance their experiences in order to assist them in developing their skills. This is because the developed talents may be important for good management in the future as they aspire. For instance, the company has developed a talent council whose work is to identify the new openings and special opportunities that focuses on building the skills crucial for personal growth. Furthermore, the HRM plays a great role towards promoting employees careers by offering them a positive working environment. The HRM with the help of the entire company’s management provide a favourable working environment that makes it easy for employees to pursue their goals and those of the company. By so doing, the employees find it easy to recognize the benefits that their company provides to them (Sobia Shujaat, Saira Sana, Faisal Aftab and Ishtiaq , Ahmed 7) The HRM also works by ensuring the employees understand that each stage of change includes knowledge that their work is important and valuable. As a result, they encourage their employees to enhance their productivity something that play a great role in developing their career. Besides, the HRM and the entire management of the company are ever transparent to its employees. Thus the employees of the company are ever comfortable to work because they understand their bosses very well. No matter the challenges that the employees come across them as they execute their duties and responsibilities, they remain confident since they know that their managers are free with them and are able to guide and assist them to overcome such challenges. As a result, the employees are ever loyal and ready to provide their best to ensure company’s success. The HRM ensures that the rules and expectations of the company are well defined and communicated to all the employees. Being confident and understanding knowing their expectations play a greater role towards helping the employees enhance their productivity something that promote career growth and development (Meryem Aybas, Sevgi Elmas and Gonen Dundar 198) The HRM also provides on job training to employees whenever there is a change or when the company wants to improve its services. Reeve states that on-job training gives the employees an opportunity to learn while working (par 4). It is always done by well skilled employees who guide the newly recruited employees by helping them understand certain technicalities in the cause of their work. On-job training plays a greater role in advancing the knowledge and the skills of the employees. In actual change it makes employees no more than what they know. As a result, it helps them to improve their productivity within the company. In addition, it promotes the employee career growth and development (Arogundade, 2015). Moreover, the HRM of the company also enhance employee career development by promoting job rotation. The job rotation in the company usually offers a series of jobs within various functional divisions of the company. In most cases, the HRM uses job rotation within a single functional division in order to train employees who are skilled in many areas. As a result, the employees are able to develop knowledge and skills of other worked within their department. This makes them to be able to multitask. Job rotation plays an important role in promoting employee career growth and development. Noe states that Job rotation also helps in security purposes where the business cannot go at a loss due to absenteeism of a key employee (7). Therefore the running of the organisation will continue as usual even if important employees are not there because there will be others to carry on with their work. HRM of the company also uses promotion as another mode of developing employee career. The company encourages internal job promotion instead of external sourcing. Promotion in this case refers to the change of job of an employee from a lower level to higher level. HRM is ever conducting job evaluation to determine productive employees who should be considered for any promotion. Promotion of employees from one level to another is a good way of enhancing employee career development (Arogundade, 2015). Promotion is very important because through promotion, the employees feel appreciated and valued by the administration. As a result of that, they dedicate themselves to put their best into their duties which results in to better performance through better output. Finally, the HRM also enhances career development among the company’s employees by providing meaningful feedback to the employee regularly. Feedback is a very effective management tool that enhances employees productivity and hence the success of the organization. It is important to note that feedback whether positive or negative is a source of encouragement. If the feedback is negative the HRM is usually on the forefront to provide corrective measures and encouragement to help the employees strengthen those weaknesses. In so doing, the employees are able to on their strengths and improve their weaknesses something that help in developing their career. Conclusion HRM should focus more on workforce welfare in order to enhance its productivity which in turn plays a great role towards promoting success in an organization. There are various ways through which the HRM can help employees to develop their careers. These include job rotation, promotion, being transparent to them and being friendly to them among many others. The development of career is important for both the organisation and the employees. This is because, the employees when helped by the HRM to develop their career, they become loyal employees hence the y work very hard to return the favour given. Therefore it is very important for the HRM to facilitate the development of career of the employees for the mutual benefits. Works Cited Arogundade, Obade Empowerment in the Workplace, south melboume, Victoria: Thomson Learning, 2011. Print. Meryem Aybas, Sevgi Elmas and Gonen Dundar. ‘Job Insecurity and Burnout: The Moderating Role of Employability’, European Journal of Business and Management, 7.9 (2015) 195-203. Available from: http://iiste.org/Journals/index.php/EJBM/article/view/21200/21544 Noe, Raymond. Employee training and development, Boston: Irwin/McGraw-Hill, 1999. Print. Reeve, Lance. ‘Preparing for Employee Training/education in 2015.’Snack Food & Wholesale Bakery. (2015): n. pag. Web. 20 Apr. 2015. http://bakerypros.ca/preparing- for-employee-trainingeducation-in-2015/ Sobia Shujaat, Saira Sana, Faisal Aftab and Ishtiaq Ahmed. ‘Impact of Career Development on Employee Satisfaction in Private Banking Sector Karachi.’ Journal of Management and Social Sciences 9.2 (2013):1-8. Print. Read More