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Career Development Of Employees

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When we talk about behavioural issues with managers, managers are needed to be trained so as to deal with their subordinates. They need to learn patience and regular training and supervision learning and sessions are required to be provided to them. The employers have to make managers understand the importance of patience and how to effectively deal with the subordinate without losing their temper. They need to understand the importance of these training sessions which will not just enhance the existing employees but also will pay focus onto existing employees. The above strategies like training sessions to employees and focus on new joinee are the retention strategies being practiced by the employers in today’s date so as to curb the problem …show more content…

If the individual cannot see his/her future enhancement, there are chances he/she might switch. Career development of an individual can be seen from 2 perspectives i.e. an organisation will see which all skills are required for enhancement of an individual to achieve business goals and individual who will perceive which all skills will help him/her in future growth. With the constant changes going on in industries, it is important today that the employer pays some attention to the development of the individuals as well. Career development helps an employee to improve and further enhance knowledge skills and responsibilities. As correctly said by Robert C. Merchant, Jr. that in today’s scenario employees are more of careers conscious, i.e. they are expecting more of personal growth and development from the employers. Also that the organisations which fail to cope up with the increasing demands of the employees will lead to high employee turnover rate or loosing valued …show more content…

Personal reasons could be any ranging from family related problems, illness, and maternity leaves to starting up self-businesses, the organisations however could not do much in avoiding these reasons. But as correctly said by Taylor, attrition can be reduced in unavoidable causes because in this kind of causes employee could continue if he/she wanted to. In practical situations, the situation is based upon work based factors. The one who is least satisfied in his or her job or who is perceived to enjoy the poorest career prospects is usually the one who resigns and relocated. Organisations need to start adapting practices which give reads o employees to be associated with employers/organisations for a long period of

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