Importance Of Career Development As A Determinant Of Organizational Growth

Project and Seminar Material for Business Administration and Management BAM

Importance Of Career Development As A Determinant Of Organizational Growth


Abstract


The need for an organization to ensure that its workers /staff are sent periodically for appropriate training cannot be over employ sized.

The success of an organization depends on its workers whose skills and attitude contribute immensely. The aim of this study therefore is to bring to notice of employers the importance of periodical training of its staff.

In undertaking this project, the researcher has provided as clearly as possible all explanations definitional and functions required for understanding of the topic and titled treated herein. This project will be beneficial to the Enugu State motor Manufacturing company (Indomie PLC) and also to other Business organization government co-operation and Para stables.


Chapter One


Introduction

1.1 Background of the Study

Career development as a phenomenon is regarded as a concern to scholars, researchers, decision makers and human resources experts. These stakeholders in human capital development strive to manage issues such as recruitment, selection, training and development, promotion, and so on emanating from career development. Further, organizations in particular endeavor to manage career development issues and how they affect organizational growth. However, career development is defined as “an ongoing, formalized effort by an organization that focuses on developing and enriching the organization’s human resources in light of both the employees’ and the organization’s needs” (Byars and Rue, 2004). As obtained in the definition, both the employees’ and organization’ needs are factors into career development. Therefore, the concept of career development can be regarded as a platform that aids employees look beyond their present jobs and prepare for brighter future positions within organizations and sometimes outside the organizations. This process enables organizations to have adequate, required, and formidable human resources for their growth and relevance in the industry. It is worthy to note that some challenges such as restructuring, mergers, acquisitions, etc., have great impact on the approach in which employees and organizations view career.

Career development is not a new issue, but the controversial aspect of it, is who should be responsible for its implementation? Should it be sole responsibility of employees or the employers? However, in the recent past, individuals engage in personal career development (Hall, 2002) by getting involved in personal educational advancement and professional training; which may or may not align with their present organizational goals. On the other hand, organizations may choose to training or develop their employees in alignment to their present needs and also prepare them for future organizational needs (Humphries and Dyer, 2001). Essentially, employers may not be able to retain their trained and developed employees in this present competitive labour market having exposed them to various training and development opportunities, which could be detrimental to the organizational growth

The business competition requires the company to make innovation not only on product produced but also on services quality provided. On the other hand, the company also must be able to defend human resources who owned by the company because they are a component of main resources in the company operational activities. One of ways to maintain the human resources is giving a chance to the fairly career development. Activities in career developmnet can be sponsored by human resources development, the manager and been made individually without depending on company (Ivancevich and Glueck, 1989). Career development looks at the long-term career effectiveness and success of organizational personnel (Decenzo &Robbins, 2010:211). Career development need the involvements of organization and individual efforts. Human resources department and manager efforts related to the organization efforts like held training and development programs and give promotion opportunity. According to Leibowitzet al., (1986), training is used for technical skill taught, while development usually refer to programs that try to improve human relations and conceptual of manager. Human resources department often hold training and development programs for the employees because they are very beneficial of the organization and employee. While, Simamora (2003) said that, “promotion is transferring employee from one job to another job that has higher level in terms of payment, responsibility and the level of organization.” So, when an employee has a good promotion chance, he has done the development of his career.

Workers in contemporary society are expressing a strong desire to pursue more than just a job. They are looking for employment opportunities that promise an extension of their interests, personality and abilities. Then want a variety of things from their jobs besides a pay cheque and a few fringe benefits, and their loyalty to the organization depends upon the degree to which their employer satisfies these wants (Kent & Otte, 1982, Agba, 2004). With improved living standards, workers are no longer satisfied to have just a job and the usual fringe benefits. They want a career that expresses their interests, personality, abilities and that harmonizes with their total life situation. Unfortunately, most employers have failed to recognize this need, and the tools and experiences they provide do not enable workers to develop in their career.

Today an individual’s career is no longer tied to a single organization, as career changes and job mobility have become common phenomena (Rousseau, 1998). To be successful in one’s career, employees today have to balance the relationship between their desire for career growth and their attitudes toward their current organizations. Recent research has shown career growth opportunities to be an important determinant of employee–organizational relationships. Organizations that provide mechanisms for employee career growth create a mutual investment type of relationship with their employees (Tsui, Pearce, Porter, & Tripoli, 1997), a relationship that ties career growth to important outcomes such as organizational commitment (Weng, McElroy, Morrow, & Liu, 2010). However, one would expect that any relationship between career growth and employee outcomes would depend on whether the employee is committed to pursuing a career, rather than simply holding a job, in the first place.

Rather than considering career growth in terms of the general utility of one’s present job for future career outcomes (Bedeian, Kemery, & Pizzolatto, 1991), we use Weng’s (2010) multidimensional conceptualization of career growth. His model suggests that career growth consists of four factors: meeting career goals, developing one’s professional abilities, and receiving promotions, and compensation commensurate with those abilities. In essence, this view of career growth is an individual-level, organization specific, concept. That is, he argues that career growth is a measure of the degree to which an individual perceives that their current organization creates an environment in which the employee is able to meet his/her career-related needs and reinforces those accomplishments through promotions and compensation (Weng et al., 2010). Therefore, this study focuses on the importance of career development as a determinant of organizational growth, a case study of indomie plc.


1.2 Statement Of The Problem

High salaries, good working conditions, health and dental insurance, retirement plans, stock purchase programmes, reduced work hours, technological advancement, educational reimbursement programmes among others might seem to be the necessary ingredients for individual happiness and fulfillment in the world of work. Despite these benefits, there are many employees at all levels that appear to be dissatisfied and delusion with themselves, their work and their future. Most workers realize that in any organizational setting, they must have opportunities for continuing growth and advancement if they are to be satisfied. Where the employer can provide the worker with these opportunities, a proper attitude of loyalty and satisfaction can be developed and performance enhanced.

In the past, the word “work” often had a negative connotation, implying something that was done for economic survival and was not expected to provide personal employment. Most workers today are looking for a career that means something more than just a job with the usual fringe benefits. These problems necessitates the need to carry out a study on the importance of career development as a determinant of organizational growth, a case study of indomie plc.


1.3 Research Questions

  1. What type of career development programmes is available to workers in Indomie PLC?
  2. How often is development programmes mounted for workers in Indomie PLC?
  3. What are the impacts of career development programmes on the productivity of the workers?

1.4 Objectives of the Study

The main objective of this is to assess the career development programme provided to the workers in Indomie PLC manufacturing company in Enugu, Enugu State of Nigeria. Specifically, the study intends to:

  1. Identify the type of career development programmes available to the workers in Indomie PLC.
  2. Ascertain how often the development programmes are mounted for workers.
  3. Determine the impact of career development programmes on the worker’s productivity in the Indomie PLC.

1.5 Statement of Hypotheses

The under listed null hypotheses were tested in this study at 0.05 level of significance.

  • H01: There is no significance difference between the mean ratings of senior and junior employers regarding the type of career development programmes available to workers in Indomie PLC.
  • H02: There is no significance difference between the mean ratings of experience and inexperience employers in respect of how often the development programmes are mounted for workers in Indomie PLC.

1.6 Significance of the Study

The focus of the study is primarily on training development of workers in Indomie PLC as they contribute towards the realization of the set objective of the organization and various ways through which training and development were conducted for the workers. How worker a being selected and what factors should be satisfied in order to enable them improve their productivity.

Generally therefore the study focuses on how training and development can help in solving the problem of low productivity.

The importance of the study endeavuor it to highlight or why organization accord much emphases on the training and development and why it is regarded as a vital human resources management system.

This system will be limited to the workers training and development in a organization in general and Indomie PLCin particular.


Chapter Five


Summary, Conclusions and Recommendations

5.1 Summary

The aim of this study is to determine whether motivation is effective in achieving higher productivity among workers in Indomie PLC, other relevant areas which the study highlighted are: the reaction of the workers towards their duties when motivation is employed by the employer and how the managers can apply motivational theories of management in their attempt to direct the job behaviour of workers towards the goals of their establishment.

The general description of the area of study, which depicted the inevitability of motivation in achieving higher productivity in an organization, was stated. In the course of the study, statement of problem such as; workers leaving the organization due to poor motivation, their unwillingness to perform their duties well and how to motivate them to achieving desired productivity level were pointed out. To ascertain the application of the motivational techniques by the organization concerned and to know the problem inhibiting the success of the workers’ motivation in the organization forms essential part of the objectives of the study. Questions relating to the objectives and problems were also looked at.

The study looked into some review literatures that covered different models and theories on motivation by different scholars, various definitions given by several management scholars, different means of motivating workers or simply type of motivation and the importance of motivation. Various textbooks, journals, articles and other scholarly materials were used to get terms, ideas, concepts and academic as well as professional viewpoints.

The management team of Indomie PLC, together with important officers of the organization were selected as the study population with the use of simple random sampling. Both primary and secondary data were also used for this research work. The primary data was based on questionnaire while the secondary data was based on published and unpublished works. The data collected were processed and analyzed through the use of t-test statistics.


5.2 Conclusion

Human resources (personnel) in any organization remain the most invaluable asset for growth and development, hence training and retraining is essential components of manpower development. Training and personnel development is a mixture of activities aimed at improving the productivity of personnel in organizations for the attainment of continuous improvement in productivity. Training and human development assists workers to learn how to use the resources in an approve way that allows organization to meet its desired output. Staff are required to perform varied competences in their profession that will make then saleable in the labor market. It is the possession of these skills needed by the labour market that will enable them contribute maximally to Manufacturing firm s in Enugu and national development of the Nigerian nation. However, for the organization and government to make training and personnel development to become effective in the service cycle, they have to tackle the challenges of introducing new orientations on training contents, training evaluation, attitudes to training and training utilization.


5.3 Recommendations

The essence of training and development in Manufacturing firms in Enugu cannot be over emphasized. It has been observed that training is very important in every aspect of an organization. It enhances the efficiency of staff, increases output and motivates workers for better productivity.

It has been discovered that training and human development are not isolated from human resources. Even in the advanced countries and in most computerized organization, training and development cannot be overlooked because; human are the ones to operate this equipment.

From the findings, the following recommendations were made:

Organization is seen to be effective and efficient if there is demonstrable increase in productivity, therefore, any training and personnel development must be based on proper analysis of its contribution to the effectiveness and efficiency of an organization. Staff should be expose to regular professional training areas such as foundation, career or development, preservice and off-the-job-pupilage training as to enhance their productivity in the organization. It is also necessary for the staff to be exposed to seminars, conferences and workshops to enable them keep abreast with the challenges posed by modern business offices.

The development programmes of managers should be done on yearly or regular basis; hence training involves systematic, professional and development of skills, knowledge and attitude necessary for performing specific schedule of duties. There should be free flow of information to enable all the staff aware of the career development programmes available both internally and externally.

There should be effective utilization of integration of resources, physical and human will to yield high output or productivity. Also, on-the-job and in-house methods of training should be used extensively by organizations and government, especially in the training of junior staff as they tend to be cheaper and more effective.

Indomie PLC should also introduce reward system for outstanding productivity so as to motivate workers to always put in their best during each training period. This will assist them in identifying those staff that has special skills and talents. Indomie PLC should expose all their staff to training at least once in every year. This will make the workers to meet up with the changes in their services and work processes as may be driven by the competitive environment.

Instead of downsizing those workers with years of experience and recruiting new ones, Manufacturing firms in Enugu should rather invest intraining and development of their experiencedstaff. This will help them to reduce the cost of frequent recruitment and selection.


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Frequently Asked Questions


What is the importance of Career Development in organizational success?

Importance of Career Development In Organizational Success. The combination of specific job training, employee development, and a more complete career development plan requires a high level of strategic thinking and planning; such an overarching plan cannot be expected to come from the employee.

Why career advancement plan is important for your business?

A successful and definitely addressed career advancement plan is beneficial for both companies and employees. It is found that organizations that pay emphasis on the concept and importance of the career planning development process, do well in the long run. They think that their organization is concerned about their growth.

What are the benefits of employee career progression?

Employee career progression is also beneficial for employers. These services can be provided through Human Resources Division and those employees who show a strong interest in the development of their career options can also be considered for the company’s work as well as for job placement.

Why is the significant role of HR in career management?

Because organizations that should be present in technology, business practice, and the advancement of their industries should continue to be aware of the progress of workers. The significant role of HR in career management makes sure to maintain a competitive edge in the market for the organization that accepts career development processes.

What is the importance of Career Development?

The importance of viewing a career as a development stage is to fully focus on the career of an employee and the idea of ​​designing different sets of formal training, developmental functions as well as relationships at every stage is named Career Development. Nowadays, the success of most organizations is realized through a team effort.

Why career advancement plan is important for your business?

A successful and definitely addressed career advancement plan is beneficial for both companies and employees. It is found that organizations that pay emphasis on the concept and importance of the career planning development process, do well in the long run. They think that their organization is concerned about their growth.

How to manage the career progression of employees?

Regular career development programs in organizations is a good way to make sure career planning for the employees. The role of HR in the career management of the employees is inevitable. Employee career progression is also beneficial for employers.

Why is career planning important in HRM?

It is said that the lack of career advancement options, the lack of investment in professional development opportunities, and the failure to increase efficiency have resulted in problems of employee engagement, according to the importance of career planning in hrm.

Why is career advancement important?

Career advancement is important for several reasons. Here are a few examples of how career advancement can benefit you: Prevent mediocrity and job dissatisfaction by leading you to take on additional roles and responsibilities within your existing company or with a new employer.

Why do you need a career development plan?

A career development plan will keep you from getting stuck in a rut The days of being promoted at work solely based on tenure are long gone.

Do career development programs increase employee engagement and satisfaction?

Despite the apparent benefits of career development programs for increasing employees’ sense of certainty and engagement, many organisations’ talent management or people development strategies focus exclusively or mostly on matching employees’ skills to the needs or tasks of the organisation.

What are the benefits of Career Development for small businesses?

These career development opportunities help small businesses recruit candidates and subsequently retain their engaged employees. Positive “people results” in the form of more engaged employees also makes it more likely that the bottom line will benefit, too.

What are the benefits of a career progression framework?

While providing flexible working, amongst other fringe benefits, and even free meals is advantageous, investing in your employees’ future can’t be beat. A career progression framework shows employees you’re invested in their happiness, growth, and success for years to come. Motivating employees is a key people management skill.

What are the benefits of careers and Career Development?

Career development therefore, gives you a greater ROI from employees. But there are also short-term benefits of employee development: employees are more engaged and committed when they see a path of career development and progression ahead of them.

Do you have a career progression plan?

Creating a career progression plan is an investment of time and resources. But, it’s also a blueprint for your business, and can be the difference between achieving long-term or short-term success. Here’s how you can build a career progression plan for your employees: 1. Start With An Organisational Chart

Why are career progression routes so important to US?

In this feature, we explain why offering routes for career progression is so important to us: We believe it’s the chance to grow and learn with us that keeps our employees motivated and loyal. Gallowglass crews have had opportunities to work on countless exciting projects over the years, but these only come their way after a lot of hard work.

Why is Human Resources (HR) important?

Why Is Human Resources (HR) Important? Human resources, or HR, is important for every organization that has employees, as HR handles a wide variety of tasks related to business operations. HR can help recruit and retain high-quality employees that make a business more effective.

What is the role of HRM in career planning?

Career planning must include employees as well as career assessments and career designs. Overly, despite the fact that HRM plays a vital role in career management, employees need to be consulted and should drive changes in their careers.

What are the HR manager’s responsibilities to employees?

Interactivity within employees: HR managers are responsible for conducting activities, events and celebrations in the organisation which gives way to team building opportunities. Moreover, it enhances interactivity within employees and instils a sense of trust and respect among peers.

Should HR managers focus on employee performance or company values?

Even though employees need to be the focal point of career development, HR managers should remember that employee’s performance and company’s values need to be related. If there is any synchronisation between these two aspects, then a career path can be curved out. 

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