Should employees be responsible for their own career development
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In recent decades, career development has seen a shift in the way it is approached. Traditionally, it was up to an organization to ensure that its employees had the skills to meet the company’s long-term goals. Now, however, employees advocate that they are—and should be—responsible for their own career development. Show
This shift has changed the way that organizations handle career development. Career development is viewed today as a kind of partnership with employees. It is also
a key component of a company’s attraction and retention strategy. Many candidates will not consider employment with an organization unless it offers career development as a basic component of its
culture.  Career development from two perspectivesCareer development should be considered from the perspectives of both the organization and the employee:
Building an organizations’ career development programOrganizations should consider two factors when putting together their career development program:
Clearly, an organization must consider its overall direction and goals in order to assess the competencies that they need from their workforce to be successful. It is equally important that the organization take into account an employee’s motivation to succeed as an individual. Career development: Meeting organization and employee needsA proven method to meet these needs of the organization and the employee involves:
Remember, career paths can entail promotions or lateral transfers. A solid career path program requires detailed job descriptions and support through management coaching. Identifying and updating an employee’s career planEach employee should have a career plan that has been discussed with their manager. Generally, this would take place during the performance review process. The career plan includes an assessment of the “gaps” or training requirements. The career plan should be reviewed on an ongoing basis. This ensures that both the employee’s and the organization’s needs and objectives are adjusted over time. Career planning discussionsDiscussions of career planning typically include the following:
Read next: Employee training, career development and startup successWho should be responsible for the career development of employees?Career development is the responsibility of both the employee and the manager: it must be a collaborative effort because it cannot be done unilaterally. The employee is responsible, ultimately, for career management and development—and reading The Start-up of You is an excellent guide.
What is the role of employees in career development?Employees have the responsibility to speak up to management about their ambitions and desire to progress in their career, however, and must earn the attention of management through excellent individual and team performance.
How do you take responsibility for your career development?Take advantage of every opportunity your company offers to help you advance in your career. Provide regular updates. Share your development progress with your manager and HR representative on a regular basis. Use these opportunities to discuss career options and to get guidance and feedback.
Do you believe that you are responsible for your own career success?Your career growth is solely your responsibility– it not the organization's or your boss's duty. You should be responsible for planning your own career, continually evaluating goals and implementing initiatives for your professional growth.
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