CAREER DEVELOPMENT IN A LEARNING ORGANIZATION

Responses including support in achievement of career goals, career planning,
capacity building through job enrichment, providing guidance/ coaching, motivating
through appreciation of work, promoting merit based promotions and proper policies are
also identified as prospective areas of support from the organization but their weightage
is negligible. This means that their basic need of job security is not fulfilled so their
consideration for such career development strategies is negligible. Factors like work
autonomy, constructive feed and career counseling has received no response which
means that the staff of this category is preoccupied with the realization of their basic
service rights which leaves no room for thinking about such aspects of career
development. On the other hand the staff working in category A has identified these
factors showing their concern for advance support from their organization.
In this category no response was received for the options listed as our
participation in decision making, give me more control of my work, clarity of vision,
career counseling, through providing constructive feedback and sharing updated
information. Most of these responses relate to enabling environment within the
organization, which means such activities are not practiced in conventional organization
which could be confirmed through table 1-A of this chapter.
In category A that of the learning organization the major cluster is at the support
in the form of trainings and workshops. This is because it is an intensive learning
process whereby one gains more knowledge in little time. A VGM belonging to this
category says that the organization can support “through internal trainings and sending
us on courses in modern management from a well reputed local organizations”. It is also
because the learning is interactive and in case of adults, learning takes place when he/she
is able to relate to his/he experiences. A Procurement Officer of category A says that
organization can support us “by providing effective trainings related to my job”. This
could also be interpreted as in the learning organizations trainings are identified in the
light of long term plan of developing HR for future and not just to attend to the present
needs, therefore, the individuals are also able to relate it to their future need for
development of their careers.
A Finance and Compliance Officer of category A says that “I want my
organization to send me on my job related training so as to improve my skills and create