Now the achievement of individual goals related to some or all of these aspects of
career success are dependent upon his career development strategy. The path, the
individual follows in the process of career development determines his success ratio in
work related and personal achievements. As Simonsen highlights that if the individual’s
value clash with the organizational value then staying back of the individual with that
organization is not a healthy relationship for both (1997). Planning career development
strategy and collective commitment (by the individuals and the organization) to career
goals are closely related. The more seriously planned career development strategy would
mean higher success rate of achievement of career goals.
The process starts right at the point when the individual takes first decision about
his/her profession. As all the work related decision of the individual are apparently
independent of any external forcing agent, therefore, career development is considered
individuals’ responsibility. Though most of these career related decisions are based on
individual’s will but the external factors greatly influence these decisions. As the
responsibility of the shift in the external factors cannot be formally assigned to specific
agent/agents, therefore, for proper planning the career development process is being
entirely loaded on to the individual’s shoulders.
2.11.4. Career Development: A Shared Responsibility
As we have discussed earlier, that it is the individuals who take decisions regarding their
career related matters, but we have also seen that the individual has no control over the
external influencing factors, that affect such decisions to greater extent. Simonsen (1997)
relates to career development as a continuous process which should be supported by
managers and the organization and it should be reinforced and enhanced by Human
Resource systems. He further added that career development should not be treated in
isolation or a one time event (1997, p. 109). Like many other common issues, where the
responsibility of devising a solution is shared by all the stakeholders, similarly, career
development being a common issue, the responsibility of developing a career plan may
also be shared. Cheryl has endorsed this view as: