focus on one target of career development for a longer period. To keep up with the
changing pace of the business requirement the individuals and the organizations have to
frequently review their HR development plans.
2.11.7.2: Improper Career Planning: usually because of the incomplete or
incorrect information collected about individuals’ careers, due to the inappropriate tools
used for the purpose results in development of a flawed career plan. This in the longer
run negatively affects the process of career development as the strategies selected for
development are unable to address the genuine issues.
2.11.7.3: Lack of Development Opportunities: because of the availability of variety of
skills in the market the development opportunities have reduced for the individuals. The
organization can get the required skills straight from the market rather develop the ones
that exist in the organization. The organizations see this as a time saving solution rather
than waiting for the existing skills to pas through the process of development to come up
to the required mark.
2.11.7.4: Long-Term Commitment is needed: Fruit bearing development plans are
normally stretched over a longer period of time. Due to the rapidly changing business
environment the priorities of organizations also changes and hence it become difficult to
maintain the same level of commitment through out the HRD planned period. At one
point the organizations may treat HRD at the highest priority but at another point in time
it may divert its attention to some other business issue.
2.11.7.5: Differential Learning Capabilities of The Individuals: As the pace and
learning abilities are different for different individuals and such capability may vary for
the same individual under different circumstances so the career planning may not be able
to produce consistent results. This may at times present the impression that the plan is not
appropriate and may create confusion about the strategies.