financial resources. Hence forth such kind of satisfaction would come from promoting his
personal values and sense of achievement:
Employers are motivated to establish career development programs
because such programs are seen as an effective response to various
personnel problems, because top managers prefer to promote existing
employees and to ensure a good fit between the work and the worker, and
because employees have expressed interest in career development as a
benefit (Gutteridge, 1986).If we analyze these two aspects of career development we could easily asses that
there is a wide gap in approach towards the final goals as well as the direction is not the
same. The organization through its activities though unconsciously is consistently
contributing towards the career development of the individuals. And the individuals
through their endeavors to accomplish the organizational responsibilities are
maneuvering towards their own career development. Despite the fact that both the
organization and the individual are involved in the process and both get its benefits out of
it but the responsibility of career development is loaded down onto the shoulders of the
individuals:
Career development (CD) is now the primary responsibility of individuals
in organizations. A recent survey of Human Resource Development
Directors (1) indicates that they consider CD to be their least important
function. (Rouda Robert H, & Kusy, Mitchell E. Jr, 96)Employee development process is an on going process in most of the
organizations through carried out through training and development. From organizational
perspective such development is thought to match the organizational development goals
and activities, setting aside the individual interest, who actually realizes such goals and
activities. According to Dr. Siddiqi the current changes in job trends is that rather than