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HRM Review Magazine:
Career Planning and Development in IT Companies
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This article offers a contemporary perspective on the themes of career planning, career development and career pathing by highlighting the practices of an IT company. An organization's productivity is not only measured in terms of profit, growth, new products and customer satisfaction, but also in terms of employee satisfaction through effective career planning and development initiatives. HR managers face numerous challenges on a continual basis when it comes to improving career planning and development initiatives for an organization's survival.

 
 
 

An important management responsibility is to develop subordinates to their fullest potential. Organizational change and growth require managers to focus on developing people and placing them in key positions, for which the process of career planning is required. Career planning is a process for becoming aware of self, opportunities, constraints, choices and consequences. It helps in identifying career-related goals and career paths to provide the direction, timing and sequence of steps to attain a specific career goal.

Career pathing is the sequencing of specific jobs associated with those opportunities. The two processes are intertwined. Planning a career involves identifying the means for achieving desired aims, and in the context of career plans, career paths are the means for achieving aspirations. Career development is the outcome of actions on career plans. The outcomes that are pursued may be based on the needs of the organization and/or of the individual.

The career development field, though relatively young has seen tremendous change largely because career opportunities and paths are less structured and predictable than they were two decades ago. The uncertain business environment and changing employee attitudes hamper career development efforts. Even though, career development remains an important activity, it can play a key role in helping managers recruit and retain the skilled and committed workforce an organization needs to succeed. But it can only do so if it meets the dynamic needs of employer and employee.

 
 
 

HRM Review Magazine, Career Planning, IT Companies, Career Development, Career Pathing, Employee Engagement, Management Ladder, Strategic Business Units, Business Support System, Operation Support System, Performance Management System, Performance Enhancement Plan, Performance Improvement Plan, Retention Strategies, Decision Making Roles.