CAREER DEVELOPMENT IN A LEARNING ORGANIZATION

Career Development Model

INDUCTION1. Work goals

2.3. Career goalsContract of commitment

SELECTION1. Vision Concurrence

2.3. Educational/ Experience matchSkill match/ Job Specialization

4. Interest/ value match

TRAINING & DEVEVELOPEMNT. 1. Orientation 4. Job Enrichment

2.3. Coaching Guidance

PERFORMANCE MANGT.1. Effective work patterns

2. Quality of output

HRD Strategies/ Career Strategies:

1. Aligning Organizational goals & Career goals
   2.3. MentoringFormal trainings
   4.5. Job rotationJob enlargement


2. Counseling

REWARDS1. Job Enrichment

2.3. Financial IncentivesAppreciation

CORRECTIVE ADVICE

1.2. Quality of workBehaviors

3. Efficiency level

FEEDBACK

PERFORMANCE EVALUATION.1. Organizational goals

2.3. Career goalsWork goals

OD/ CAREER DEVELOPMENT1. Career Progress review

2. HR Strategy review


3. Job/ Business Targetsreview

REWARDS1. Promotions

2.3. Financial IncentivesJob Enrichment

DEBRIFING 1. Counseling

2. Re- adjustment

PLANNING1. Career Strategy

2.3. HR NeedsTask/Job Targets

FEEDBACK

Figure: 5.1

According to the above figure the first step is to build upon a strong working
relationship between the individuals and the organization which will help in maintaining