Overview of Career Development: Concept, Scope, Importance, Need, Features

03/03/2021 2 By indiafreenotes

Career Development is essential for the implementation of career planning. It refers to a set of programmes designed to match an individual’s needs, abilities and goals with current or future opportunities in the organisation. It is the process through which the action plans are implemented. Developmental activities include all of the off-the-job and on-the-job training techniques.

Career development is an integral aspect of career management with major emphasis being on the enhancement of employees’ career which commensurate with the requirements of the organisation.

In the case of an employee, career planning provides an answer to his question as to where he will be in the organisation after five years or ten years or what the prospects of advancing or growth are in the organisation. Career planning is not an event or an end in itself, but a process of development of human resources. In short, it is an essential aspect of effective management of people at work.

A career path is the sequential pattern of jobs that forms a career. Career goals are the future positions one strives to reach as part of a career. Career planning is the process by which one selects career goals and the path to these goals.

The basic, if implicit, assumption underlying the focus on human resource planning and development is, thus that the organization has an obligation to utilise its employees’ abilities to the fullest and to give every employee an opportunity to grow and to realise his or her full potential.

To some experts, this means that the organization has an obligation to improve the “quality of work life” of its employees notice again though, that quality of work life” refers not just to things like working conditions or pay but also to the extent to which each employee is able to utilise fully his or her abilities, engage in interesting jobs and obtain the training and guidance that allows the person to move up to jobs that fully utilise his or her potential.

One way this trend is manifesting itself is in the increased emphasis many managers are placing on Career Planning and Development, an emphasis, in other words, on giving employees the assistance and opportunities that will enable them to form realistic career goals and realise, them.

Enabling employee to pursue expanded, more realistic career goals should be, many experts believe, the major aim of an organization’s personal system. By doing so, for the employees, satisfaction, personal development and quality of work life are the clearest benefit.

For the organization, increased productivity levels, creativity and long-range effectiveness may occur, since the organization would be staffed by a cadre of highly committed employees who are carefully trained and developed for their jobs.


Enhancing the Career Satisfaction:

Organizations especially design career development systems for enhancing the career satisfaction of their employees. Since they have to retain their valuable assets and prepare them for top notch positions in future, they need to understand their career requirements and expectations from their organization.

Creating a Pool of Talented Employees:

Creating a pool of talented employees is the main objective of organizations. After all, they need to meet their staffing needs in present and future and a career development system helps them fulfil their requirements.


Giving feedback on every step is also required within an organization to measure the success rate of a specific policy implemented and initiatives taken by the organization. In addition to this, it also helps managers to give feedback for employees’ performance so that they can understand what is expected of them.

Fostering Better Communication in Organization:

The main objective of designing a career development system is to foster better communication within the organization as a whole. It promotes communication at all levels of organizations for example manager and employee and managers and top management. Proper communication is the lifeblood of any organization and helps in solving several big issues.

Setting Realistic Goals:

Setting realistic goals and expectations is another main objective of a career development system. It helps both employees and organization to understand what is feasible for them and how they can achieve their goals.

Better Use of Employee Skills:

A career development system helps organization in making better use of employee skills. Since managers know their skills and competencies they are put them at a job where they will be able to produce maximum output.

Assisting with Career Decisions:

A career development system provides employees as well as managers with helpful assistance with career decisions. They get an opportunity to assess their skills and competencies and know their goals and future aspirations. It helps them give a direction so that they can focus on achieving their long term career goals.


  • Providing financial inducements and facilities to employees for acquisition of new skills and capabilities
  • Obtaining relevant information about individual employees’ interests and preferences
  • Providing career path information to employees to enable them to make their career plans
  • Matching individuals’ career interests and aptitudes to job requirements
  • Developing a suitable T&D programme both within the organisation and outside to help employees improve their career.


Improving Organizational Goodwill:

It is quite natural that if employees think their organizations care about their long-term well-being through career development, they are likely to respond in kind by projecting positive images about their organizations. Career development does help organization in impressing image and goodwill.

Enhancing Cultural Diversity:

Fast changing scenarios in globalization reflects a varied combination of workforce representing different types of races, nationalities, religious faiths, ages and values in the workplaces. Effective career development programmes provide access to all levels of employees.

Reduced Employee Frustration:

Along with educational level and knowledge, the aspirational level of occupations is also increasing. When these levels are not met due to economic stagnation frustration sets in. When organizations downsize to cut costs, employee career paths, career tracks and career ladders tend to collapse resulting in aggravation of frustration. Career counseling comes a long way in reducing frustration.

Attracting and Retaining Talents:

There is always a scarcity for talented people and there is competition to secure their services. Talented people always prefer to work in organizations which care for their future concern and exhibit greater loyalty and commitment to organizations where there is career advancement. As career development is an important aspect of work life as well as personal life, people prefer to join firms which offer challenges, responsibility and opportunities for advancement.

Making Available Needed Talent:

Career development is a natural extension of strategic and employee training. Identifying staff requirements over the intermediate and long-term is necessary when a firm sets long-term goals and objectives. Career development will help organizations in putting the right people in the right job.


  • It defines life, career, abilities, and interests of the employees.
  • It is an ongoing process.
  • It strengthens work-related activities in the organization.
  • It helps individuals develop skills required to fulfil different career roles.
  • It can also give professional directions, as they relate to career goals.