Now if the organization wants to get the maximum out of the professional
abilities of the staff, then it has to consider its support to achieving this balance between
work and personal life of the staff.
As a commitment to endorse equal employment opportunity and to induce work
force diversity, career development has topped the list of HRM priorities within the
organization. Women and minorities has usually lesser opportunities for the development,
therefore, for an organization to have a gender balanced and diverse work force, it had to
plan for under developed staff to prepare them for taking greater responsibilities. Career
development of such a work force would mean rising the commitment level of the staff to
the organizational development at the same time enhance their perception of the
organization vision. Such a work team has greater tendency of becoming coherent team
members with self promoting adaptability, one of the main team characteristics required
utmost during the change process.
Adoption of career development strategy enhances organizational good-will and
its credibility. On one hand such strategies adds value to the professionalism of the staff,
whereas on the other hand it adds to the organizational existence value.
2.11.3.1. Importance of Career Development for Individual
Primarily, career development is considered individuals’ responsibility because largely
the benefits of the process overtly seemed to serve the purpose of the individuals as it
ultimately leads to career success. As Career success is rooted in the process of career
development, we need to develop a common understanding of what career success means
here, therefore, we may define career success as:
Career success from individual point of view include some physically
intrinsic and extrinsic sign such as, advancement on the hierarchal career
ladder, financial stability, value satisfaction and reaching the roughly
estimated climax in professionalism.