CAREER DEVELOPMENT IN A LEARNING ORGANIZATION

means that in these organization job relevance is sought in employee development
programs which may be interpreted as a quick fix intervention. But other responses like
recommendation by line manager and need identification by candidates supplement
the notion that in this case the criteria of job relevance is connected to individual choice
of a certain career and not just because management wants so. Therefore, here developing
the capacity at the existing job may be considered as step one towards further
development of the employee.
A Relationship Manager of a bank reflects upon their selection process as “the
basic selection criteria is at least MBA. Before a person is selected to training s/he has to
go through different stages of interview and then based on those interview reports the
final selection is then carried out by the head office.”
Need identification by the employee reflects that employee would always identify
those weaknesses to be addressed which will help him to add value to his work and make
progress on his career line. Another senior executive of the category A says that “it is
definitely based on their professional area but most often the trainee him/her self identify
the need and then push the HR department to qualify him/her for that training.” Where
this decision is only made by the manager then most of the times the purpose is to raise
productivity only at the existing positions and as required for future need of the
organization, but with no future vision of that career path of individuals in view.
Technical Director Health working for a learning organization highlighted their selection
criteria as “the training priority is mentioned and identified by the staff them selves.
Other criteria include relevance to job description and the need observed by the line
manger”. This shows that in these organizations all the different aspects are considered to
selection of staff to training.
Similarly, up gradation of skills of the employee and need based selection means
that employees are continuously equipped with updated knowledge to handle their
responsibilities effectively. This enables the organization to cope with continuous
changes that are encountered by the organization due to the dynamism of the
environment. Here need based selection also means that after the induction of the new
employees, the gap between the individual’s capacity and the proficiency level required
for that specific job, directs this criterion of selection. A chief technical officer of a