Can career plans generate motivated and high-skilled workforce?

Business & Finance, Human Resources & Personnel Management
Cover of the book Can career plans generate motivated and high-skilled workforce? by Sven Röhm, GRIN Publishing
View on Amazon View on AbeBooks View on Kobo View on B.Depository View on eBay View on Walmart
Author: Sven Röhm ISBN: 9783638273329
Publisher: GRIN Publishing Publication: May 3, 2004
Imprint: GRIN Publishing Language: English
Author: Sven Röhm
ISBN: 9783638273329
Publisher: GRIN Publishing
Publication: May 3, 2004
Imprint: GRIN Publishing
Language: English

Essay from the year 2003 in the subject Business economics - Personnel and Organisation, grade: 72%,1,3, A, University of Teesside (Business School), course: Managing Human Resources, language: English, abstract: Career plans, in the literature also referred to as 'training and development plans' or 'personal development plans' (PDP), are the reaction to a changing business world and social environment in theory. Bagshaw (1996: p.16) suggests that '...the dynamic people of today's dynamic world are attracted to jobs where they can see clear development for themselves, with opportunities spreading in all directions.' Accordingly, employees increasingly demand the possibility to develop themselves and their careers within the organisation. Employees who are able and willing to participate in development programmes should be more motivated and higher skilled than their 'non-developing' colleagues. These development programmes should provide a certain career satisfaction, which Gattiker and Larwood (1988) define as 'a stimulated response to career and work events' and significantly correlate with the employee's motivation. To create motivated and high-skilled workforce, some organisations introduced different approaches for a systematic career management. For example, external and internal trainings have been offered on a voluntary basis, annual performance appraisals have been implemented and chances for further education like Executive MBA courses have been pledged to promising staff. Thus, organisations seem to have understood that personal development of the employees is to a certain extent important to 'widen the pool of talents' (Taylor and Edge, 1997: p. 21). Development means gathering knowledge, which is suggested to be the 'only meaningful resource today' (Reynolds and Ablett, 1998: p. 26) that makes an organisation more productive and more competitive (Evans, 1998). In consequence, career plans are the most promising method of personal development within organisations, because they are supposed to combine the individual and organisational needs and visions. In theory, both parties are having equal rights in determining the success, the status quo and the required procedure for the future development.

View on Amazon View on AbeBooks View on Kobo View on B.Depository View on eBay View on Walmart

Essay from the year 2003 in the subject Business economics - Personnel and Organisation, grade: 72%,1,3, A, University of Teesside (Business School), course: Managing Human Resources, language: English, abstract: Career plans, in the literature also referred to as 'training and development plans' or 'personal development plans' (PDP), are the reaction to a changing business world and social environment in theory. Bagshaw (1996: p.16) suggests that '...the dynamic people of today's dynamic world are attracted to jobs where they can see clear development for themselves, with opportunities spreading in all directions.' Accordingly, employees increasingly demand the possibility to develop themselves and their careers within the organisation. Employees who are able and willing to participate in development programmes should be more motivated and higher skilled than their 'non-developing' colleagues. These development programmes should provide a certain career satisfaction, which Gattiker and Larwood (1988) define as 'a stimulated response to career and work events' and significantly correlate with the employee's motivation. To create motivated and high-skilled workforce, some organisations introduced different approaches for a systematic career management. For example, external and internal trainings have been offered on a voluntary basis, annual performance appraisals have been implemented and chances for further education like Executive MBA courses have been pledged to promising staff. Thus, organisations seem to have understood that personal development of the employees is to a certain extent important to 'widen the pool of talents' (Taylor and Edge, 1997: p. 21). Development means gathering knowledge, which is suggested to be the 'only meaningful resource today' (Reynolds and Ablett, 1998: p. 26) that makes an organisation more productive and more competitive (Evans, 1998). In consequence, career plans are the most promising method of personal development within organisations, because they are supposed to combine the individual and organisational needs and visions. In theory, both parties are having equal rights in determining the success, the status quo and the required procedure for the future development.

More books from GRIN Publishing

Cover of the book Is the 'Taming of the Shrew' a Sexist Play? by Sven Röhm
Cover of the book Borderline personality disorder by Sven Röhm
Cover of the book Analysis of William Wordsworth's 'Upon Westminster Bridge' by Sven Röhm
Cover of the book The recent history of child protection in Scotland and the impact of intra-familiar child abuse inquiries such as orkney on today's child protection work by Sven Röhm
Cover of the book The Persian Gulf War and its aftermath by Sven Röhm
Cover of the book Internship: Teaching English as a Foreign Language by Sven Röhm
Cover of the book Corporate Governance in Latvia - Does It Follow the Pattern of the U.S.? by Sven Röhm
Cover of the book What is creativity and how do you foster it in a company? by Sven Röhm
Cover of the book Sport Management. Sponsoring in General by Sven Röhm
Cover of the book Shakespeare's 'Sonnet 60': a detailed interpretation and analysis by Sven Röhm
Cover of the book In what way has the globalisation of advertising affected national and local cultures and identities? by Sven Röhm
Cover of the book Article Reviews and Responses by Sven Röhm
Cover of the book The Clash of Ideals in the Works of F. Scott Fitzgerald by Sven Röhm
Cover of the book Expansion of Secondary Education in Tanzania by Sven Röhm
Cover of the book The Credit on Real Estate - Local Value and Relevance for the Construction Financing in Germany and Denmark by Sven Röhm
We use our own "cookies" and third party cookies to improve services and to see statistical information. By using this website, you agree to our Privacy Policy