1.1.1. Who Should Be Responsible For The Development Of Employees’ Career?
Predominantly, career development is presently thought to be individual’s responsibility;
although in certain cases the process may be supported by the organization. This study is
focused on establishing the level of strength of the interdependence that exist between
career development and organizational development processes. And this interdependence
has been investigated through a comparative study taking two different contexts, i.e.,
learning organization and conventional organization. Career development being a
contributory factor towards organizational development cannot be viewed by the
organization as an individual’s sole responsibility without any intervention from the
organization. This study therefore purports the devolution of part of the responsibility of
career development to the organization thus making the process more formal, effective
and mutually beneficial.
Several researches have been conducted on the issues related to job security and
affiliation with an organization, in support of the fact that these factors plays a vital role
in creating a work friendly environment for the individuals. Such an environment helps in
increasing the efficiency level of the individuals thereby resultantly improving their
performance level. These two factors are directly addressed through promotion of the
career development strategy for the individuals. Further more, once the responsibility of
career development of the individuals is shared by the organization then it could be
formally included in the contract of the employees and hence, will enhance their comfort
level at workplace. For most of the time, employees speculate that their career
development only exists in the form of an ethical commitment by the organization that
may be offered as a privilege and not right. Many therefore also feel that such kind of
commitment may not come forth at its own.
This study is based on the underlying assumption that when career development
of the employees becomes a formally integrated process in different interventions, then
the organization would also feel bound to properly streamline the pertinent activities.
Once such an integration of clearly defined career development activities with the
business strategy is carried out, then it will definitely clear all the ambiguity in the mind
of the individuals.