Employee career development and its impact on organizational performance in apparel organizations
In today's highly competitive business environment, organizations are striving to improve their performance by investing in their employees. Employee career development has emerged as one of the key strategies that organizations use to enhance the skills and competencies of their employees. Career development not only benefits employees by improving their skills and job satisfaction, but also has a significant impact on organizational performance. In this article, we will discuss the importance of employee career development and its impact on organizational performance in the context of apparel organizations (Brown & Ryan, 2003)
Importance of Employee Career Development
Employee career
development is an ongoing process that involves identifying an employee's
career goals and developing a plan to achieve those goals through training,
education, and job assignments. It is important for organizations to invest in
employee career development for several reasons:
Improved
Employee Retention: Employees who see opportunities for career development
within an organization are more likely to stay with that organization. This is
because they feel valued and see a future for themselves within the
organization.
Improved
Employee Performance: Employees who receive training and development
opportunities are better equipped to handle their current job responsibilities
and are more likely to perform at a high level. This, in turn, contributes to
the overall performance of the organization.
Increased Employee Motivation: Employees who are given the opportunity to develop their skills and advance their careers are more motivated to perform at a high level. This motivation can lead to increased productivity, improved quality of work, and higher levels of job satisfaction.
Improved
Succession Planning: Organizations that invest in employee career development
are better prepared for future leadership needs. By developing employees'
skills and competencies, organizations can identify potential leaders and
prepare them for future leadership roles.
Impact of
Employee Career Development on Organizational Performance
Employee career
development has a significant impact on organizational performance.
Organizations that invest in employee career development are more likely to see
the following benefits:
Increased Productivity: Employees who receive training and development opportunities are better equipped to handle their job responsibilities and are more likely to perform at a high level. This increased productivity can lead to improved organizational performance (Cappelli, 2008)
Improved Quality of Work: Employees who receive training and development opportunities are more likely to produce high-quality work. This, in turn, can improve the overall quality of the organization's products and services (Noe, Wilk, Mullen, & Wanek, 2014).
Reduced Employee Turnover: As previously mentioned, employees who see opportunities for career development within an organization are more likely to stay with that organization. This reduced turnover can lead to cost savings for the organization (Riggio & Lee, 2007).
Improved Employee Engagement: Employees who are given the opportunity to develop their skills and advance their careers are more engaged in their work. This increased engagement can lead to improved organizational performance (Tziner & Kadosh, 2015).
Real-Life
Examples
Several apparel
organizations have successfully implemented employee career development
programs that have had a positive impact on organizational performance. Here
are a few examples:
Gap Inc.: Gap
Inc. offers a program called "Personal Advancement & Career
Enhancement" (PACE) to its factory workers. The program provides workers
with training and education opportunities to help them develop their skills and
advance their careers. According to Gap Inc., the program has led to improved
productivity, reduced turnover, and improved worker satisfaction.
H&M: H&M
offers a "Management Trainee" program that provides recent college
graduates with the opportunity to develop their skills and gain experience in
various areas of the business. The program has been successful in developing
future leaders for the organization.
Nike: Nike
offers a program called "Nike University" that provides employees
with training and development opportunities. The program has been successful in
improving employee retention and engagement.
Here few Sri Lanakan-related examples :
MAS Holdings: MAS Holdings is a Sri Lankan apparel manufacturer that has implemented a career development program for its employees. The program provides employees with training and development opportunities to enhance their skills and competencies. According to MAS Holdings, the program has led to improved employee retention and engagement, as well as increased productivity.
Brandix: Brandix is another Sri Lankan apparel manufacturer that has implemented a career development program for its employees. The program provides employees with opportunities for personal and professional growth through training, education, and job assignments. The program has been successful in developing future leaders for the organization and has led to improved employee performance.
Hirdaramani Group: The Hirdaramani Group is a Sri Lankan apparel manufacturer that offers a career development program called "LEAP" (Leadership Enhancement and Accelerated Development Program). The program provides employees with opportunities to develop their leadership skills and advance their careers. The program has been successful in improving employee engagement and retention, as well as increasing productivity.
Overall, these Sri Lankan apparel companies have realized the importance of employee career development and have invested in their employees' professional growth. As a result, they have seen improvements in employee performance, engagement, and retention, which has ultimately led to improved organizational performance.
J. W. Smither & M. London (Eds.), "Oxford Handbook of Human Resource Management" (pp. 439-459). Oxford University Press.
Overall it was good work which included basic introduction, Importance of Employee Career Development and how to affect employee Career Development on Organizational Performance. However this article needs to in-depth analysis for example MAS, Brandix, Hirdaramani use different career development process for their employees. Specially Brandix has own campus which is The Brandix Corporate Campus (BCC) that conduct into two major areas - industry-based training for newcomers, and industry-oriented training for industry personnel. Therefore,
ReplyDeletethese kind of evidences should be added in this article for increasing the strengthen .
Thank you for your feedback on the article. You make a valid point about the need for a more in-depth analysis of the specific career development processes employed by companies such as MAS, Brandix, and Hirdaramani. Highlighting the practices of these companies could provide valuable insights into how different organizations approach employee career development and how it impacts organizational performance.
DeleteAdditionally, including specific examples such as the Brandix Corporate Campus (BCC) and its industry-based and industry-oriented training programs could help to strengthen the article by providing concrete evidence of successful career development initiatives. Thank you for your input, and we will take your suggestions into consideration for future articles.
This is a solid introduction part for a discussion on employee career development organisational performance. but it would be more better to provide definition for career development and employee performance .it is better if the author write it because a person who is new to the topic can get a clear picture about the topic if author stat with what is career development and employee performance. then he/she can explain the importance and examples. it may be due to word limit, but it would be more clear though.
ReplyDeleteSelf-concept Theory of Career Development & Acquired Needs Theory are related to career development and organisational performance. author can add about these two.
DeleteThank you for your feedback on the article. I appreciate your suggestion about defining career development and employee performance in the introduction. I completely agree with you that a clear understanding of these concepts is crucial, especially for readers who are new to the topic.
DeleteIn addition, you have provided some useful insights regarding the Self-concept Theory of Career Development and Acquired Needs Theory. These are important theories that explain how career development can affect organizational performance, and I believe they would add value to the article.
I will make sure to include these suggestions in the next version of the article. Thank you for taking the time to provide your feedback, and please let me know if you have any further suggestions or comments.
Employee career development is the most important part of every organization. The author clearly identifies the importance of employee career development. Real time examples are given in this article. Also author discus about how employee career development impact on the organizational performance.
ReplyDeleteIt's clear that employee career development is a critical factor in creating a supportive and engaging workplace culture. By providing opportunities for learning and development, organizations can help employees feel valued and motivated to grow their skills and knowledge.
Delete