CAREER DEVELOPMENT IN A LEARNING ORGANIZATION

had performed in that specific period. The employee should also be given the opportunity
to elaborate and justify his or her view point.
In case it is found that the performance of the individual is up to the required
standards of the organization then according to this model it should be rewarded
appropriately by giving promotions or extra increment other than the annual increment
for inflation. Where promotion is not possible then job enrichment alongside with
increment can serve the purpose. What all this means that the individual should be given
the impression that his status has improved financially as well as authoritatively.
On the contrary, if the individual has failed to perform up to the required
standards, then he should be passed through a counseling session. The employee should
be offered couple of options at this stage which should include, change in professional
line, going through a special intensive training or if it is inevitable to change the
organization then he/she should be suggested accordingly.
This phase should be again followed by planning of the next stage of individual’s
career development and new business/ work targets. In the process standards for the
quality of output are set and the expected role is communicated to the individual. During
the planning process, the vision of the organization should be kept in view so that the
individual is able to relate his/ her work to the overall objective of the organization. This
would also present a clear picture of his/ her career path for progression in that
organization. The model suggests that the cycle should be repeated at the step where the
HRD strategies are again developed and implemented in accordance with these newly set
targets.