How Company Policies Influences Employees Career Management Goals

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

Performance appraisal is a method which is increasingly used to evaluate employees to determine the degree to which they are performing effectively and encourage them to direct their energies towards organizational performance. Although the appraisal is being practiced, there are criticisms made against the system which generally arise from within the Orthodox and radical management frame work.

Knowledgeable and well trained employees are needed in every organization. It is important employees are able to perform all the tasks needed in order to reach the organizations needs and achieve the set goals. As times change, employees may stay behind in skills or may even lack training when it comes to new systems, technology or other procedures that the company may need in order to better performance. That is when the importance of training is more evident. An organization has a large responsibility for their success which is why training, development, and career development is

Career development is comprised of three main objectives. The first objective is to meet human resource needs in a timely manner throughout the life of the business. The second objective is to provide information about open positions and opportunity for growth to the organization’s employees. The last objective is to use existing programs to develop and manage employee careers to match organizational plans and goals.

What are performance appraisals? Simply put, they are the evaluation of goals that are pre-determined and set by both the employee and organization (Harvard Business Press, 2009). They are used to measure an employee’s performance and team performance.

A performance appraisal is one of the most important factors in any organization and can be one of the greatest tools used to record employee production. Every organization has to have goals and objectives established and the employee has to be involved in this process. By conducting performance appraisal will improve productivity and also the morale of the employees.

Performance Appraisals will help to monitor standards, objectives, expectations, responsibilities, tasks, training needs and career succession planning. Also the employee appraisals are used for the evaluation of annual pay and grading reviews, which also coincides with the next year business planning.

Career development is not just beneficial to the organisation. The impact it has on an employee is valuable as well. It allows for the employee to align career goals with personal goals.

In this era of inconsistent careers, which emphasize greatly on psychological success and self-direction (Noe 2010, p. 410), the propensity of most successful employees is to take into consideration a career, more in terms of a life-long journey towards the achievement of personal goals and objectives, rather than in terms of a current position, job or role within a company. This has perhaps become mandated because in order for most companies to survive and remain viable in their operating environments, employee job descriptions and roles are constantly revised or been changed according to an improved or new strategic organizational direction that meet new business objectives. Terms such as “workforce

Inside any successful organization, there will be strong training and career development programs and systems. To recognize strong training and career development programs, one should know the: definition, methods, successes, HRM involvement, and their own wants and needs. To clarify understanding of these, the following will be described in detail: training and development by definition and how they fit into most organizations; the various methods used to train and promote career development; the direct correlation to organizational growth and success from training and development; the

Organizations benefit from career development systems, as they allow for a better understanding of the current and future staffing needs for an organization. Consequently, they ensure the organization is as efficient as possible when recruiting and selecting talent. Also, by creating these plans, key talent can

The purpose of a performance appraisal is to be used to improve employee performance. It should be used as a guide for recognizing outstanding behavior that is in line with departmental policies and work objectives, but should also be used as a tool for feedback to improve observed employee deficiencies. Performance appraisals should never be a surprise when it is presented to the employee. It is important for subordinates to understand what they are being evaluated on and what it takes to be successful.

According to Career vision (2004), “Career management is the lifelong process of investing resources to achieve your career goals. Career management is not a singular event but a

Most individuals struggle at the stage of making career choices and hence they decide to go for career counselling to guide them to the right path by weighing various factors that influence a career like personality. This is where career development theories come into place, these are frameworks that guide the career counsellors in examining and explaining individuals’ career related behaviour. Each career development theory gives a certain unique way to career development and choice. As quoted in Schreuder & Coetzee (2011),” Career counsellors must understand well established and emerging career theories, their strengths and weaknesses and how to apply them to client career development and choice to be able to effectively and

Bambacas, M. (2010). Organizational handling of careers influences managers’ organizational commitment. Journal of Management Development, 29(9), 807-827.