emphasizing on money and security, the employees stresses on personal development
(2003).
According to the process of HRM, when an employee enters the organization
after the initial orientation and practical encounter with the organizational values, the
individual internalize the organizational vision and values. At this point those employees
who are unable to successfully get through the amalgamation process, leaves the
organization either by their own choice or by the organization’s decision. This means
those employees who stays back are considered fit for the organization’s interest and
their values and the organizational values blends together creating a common interest
between the two. Now the struggle on both the sides is directed towards the same cause.
The organization efforts are to develop the proficiency of the staff so as to
maximize their output and quality of work, and therefore, adding to their professional
value. This gain in their professional value becomes a cause to the career development of
the employees- i.e. the long term goal of the individual. The individual also make efforts
to prove his worth to his employer and hence, contributes to his promotion in that
organization. According to Bhatia and Professor Singh if the organizations are unable to
provide sufficient promotion opportunities to the employees, the result is stagnation of
the employees (2000), which then normally become the cause of frustration among them.
Although the process of career development is going on invariably in all the
organizations but remains informal with least backing through any specific policy on the
matter to endorse it officially. According to Decenzo and Robbins a good career choice is
the one that provides opportunities to develop, maintain motivation and commitment,
balance between work and personal life and satisfaction (2002).
According to Rouda and Kusy Jr., due to the changing structure of the
organization individuals are the sole drivers of this process:
There is an increasing need for individuals to take charge of the
development of their own learning and careers for a variety of reasons:
There is increasing rate of change of our organizations and in the
knowledge and skills we need to perform our jobs. Career ladders are
rapidly shrinking or disappearing as reorganizations lead to flatter