Career Development Case Study

2.3.4 Career Development

2.3.4 (a) Succession planning and Talent management

Armstrong (2009) stated succession planning is the process of evaluating and examining the talent in the organization in order to identify existing potential employees and future demand. The objective of succession planning is creating talent pools within the organization. Created talent pools are managing by talent management process for future organizational requirements.

“Talent management is the process of ensuring that the organization has the talented people it needs to attain its business goals” (Armstrong, 2014, p.264). According to the talent management, process organization identifies talented people and taking necessary steps to develop their careers

447). Armstrong ( 2010 ) defined as training is “the planned and systematic modification of behavior through learning events, programmes and instruction that enable individuals to achieve the levels of knowledge, skill and competence needed to carry out their work effectively.” Apart from that development is “the growth or realization of a person’s ability and potential through the provision of learning and educational experiences” (p.133). Training and development provides basement for employees’ performance. Hence, employees could perform their duties without any barriers they will satisfy with their

According to the Armstrong (2009) there are four types of organizational cultures; such as

Power culture – This type of organizations have power oriented and political culture within the organization and having few rules and procedures.

Role culture – These organizations are controlled by procedures, rules and positions and power is connected with job positions not people.

Task culture – This culture mainly influenced by employee’s talents and teamwork is more important than position or person.

Person culture – This type of organizations mainly concern about individual performance.

Organizational culture represents a mutual perception of the employees who are employing it. Most of large organizations are having dominant culture and numerous subcultures. Expressing the core values of majority employees are determining by dominant culture. Subculture means these organizations having dominant culture but due to the differences between departments, they are maintaining dominant culture plus additional values related to their department. Organizational culture creates mindset of employees. On the other employee is not fitted with the culture it may lead to job dis-satisfaction. Organizational culture is playing very important role in making