Introduction
People, processes and procedures make up an organization. The most important of all are the people. They are in a central position ensuring that everything else is running smoothly and in the desired direction. A system to ensure growth and development of employees is necessary to facilitate easy achievement of goals and objectives (HR Magazine, 2010).
The ability of an entity to develop employees makes a drastic step towards future sustainability in all that appertains to its operations. The following discussion has covered the scope of employees’ development as well as the careers aspect. Organization can successfully impart a positive attitude to their employees through an effective and efficient personnel development.
Staff development
This refers to the ways of facilitating advanced skills of the employees and the whole undertakings that appertain to their competency. It is the work of the Human Resources Department to ensure staffs are experiencing growth. However, the development of staff should be aligned with the objectives of the company and entailed in its overall vision.
The HR department should cooperate with other departments in order to establish the areas that need to be improved. Then programs should be introduced in addition to other modalities, to determine to what extent the workers will benefit from them (HR Magazine, 2010).
The nature of staff development
Staff development is aimed at boosting the skills of workers, their knowledge and insights. The idea of employees’ competitiveness is at the back of the HR department members. Although staff development is an on going process, the aspect of time is considered.
It is expected that, after a certain period, all or some group of employees will have risen to a certain level in their careers, in their respective department. Staff training is an integral part in developing employees’ career.
The organization expects to get a measurable change relating to company’s returns. Holding discussions and seminars are an excellent way to develop staff in essence that honesty and transparency are key to any meaningful development. The HR department should be able to evaluate employees performance prior to and after change in the job description if at all there is any (HR Magazine, 2010).
Career and staff development
Career development goes hand in hand with staff development. It is the only through developing employees skills and expertise that career progression will be attained. The driving force leads to increased volume of output due to improved performance. Counseling is also part of staff development. To achieve the desired growth, plan of action is needed in checking and counter checking on workers progress (HR Magazine, 2010).
Another way of motivating and developing employees is by starting rewards scheme. Rewarding them promotes their confidence and strengthens the mental toughness required to handle higher and challenging responsibilities they may face later.
The various choices that people engage themselves in life are the ones that shape their professional lives in the various organizations that we later work in. Career progression involves moving from one easy role to another tougher one. Some careers are attracting extraordinarily large amount of money and others are voluntary in nature.
Therefore, the management of an organization that carries out voluntary activities must possess different development mechanisms from those used by other enterprises.
One such method of developing employees may entails encouraging more employees’ participation in their assigned duties. Career development is a unique process and is strongly linked to staff, since they are the ones that experience the improvement (HR Magazine, 2010).
Obstacles to staff development
Poor leadership is one the significant factors that affect staff development. Management that lacks knowledge of the internal and external factors surrounding an organization tends to clash with employees. Failure on their side to plan and define jobs leads to employees’ crisis.
The existing system of management can also influence in that where there is a lot of bureaucracy, decision-making will is delayed (HR Magazine, 2010). Unhealthy organizational culture can also contribute to the same, especially where training is not emphasized. Employees may become skeptical and become interested in whatever changes going on in the organization.
Obstacles to career development
One of the Obstacles lies in the management. It can play a vital role in hindering employees from progressing. Nepotism and corruption are the other key factors. An organization may not able to expand easily due to lack of the necessary capital or due to small operations because of its size.
For instance, a multinational company can offer opportunities for growth since the economies of scale allows it to do so. It can cut prices and gain more profits in its transactions. Other internal factors include; employees’ fear failure of not being appreciated, non-matching career and lack of training (HR Magazine, 2010).
Conclusion
From the above discussion, it is evident that leadership plays a decisive role whether in a small group or a multinational corporation. A leader is capable of driving the changes and steering an entity to greater heights given that he is willing. It is not a matter of whether the employees are up to a certain idea or not but the power of cohesion and the ability to put the goals of the organization is what matters.
Employees will never agree unanimously. Some will come with objections and opinions that nevertheless, should never be discarded as less important, but rather should be thought over. By so doing, staff development can be achieved fast.
Reference
HR Magazine, 2010, Invest in staff development now to retain the talent needed for recovery. Enterprise HR and Financials in the cloud. Web.