shared by all these different beneficiaries then the question arises that as to why the
individual should be solely responsible for their Career Development?
Career development is the dependent variable of this research study, career
development is the ultimate function of HRD but is normally set aside while planning
HRD activities of the organization. As organizations does not take the responsibility of
individual career development and is considered individuals responsibility(Rouda &
Kusy Jr.: 1996), therefore, it shows little concern for it. And t at times any informal
support to individual career development is viewed as a favor to the individual.
The outcomes desired by organizations include achieving the best match
between people and jobs. Individuals desired outcomes range from status
to job flexibility to monetary rewards, depending upon the situation
(Cheryl, 1989)2.11.5. Harrison Six Step Model.......................
Using Harrison Cheryl’s Six steps model(1989) of development activities within the
organization that supports individuals career development process the following
arguments are followed:-
Step: 1. Hire or Promote
In this process the organization either hires the individual after evaluating their
capabilities through the interview or promote the existing member of the staff again
evaluating his/her capabilities so as to place a best match with the job that needs to be
filled. Though the process is initiated by the organization but is a step forward to
individuals’ career development.
First of all individuals skills, interests and abilities are evaluated in the context of
organizational culture, values and job requirement, which is the first step towards
developing career strategy. At this point if the work related objectives are set in line with