Need for Career Planning

Every worker has a desire to develop and scale new heights in his workplace constantly. If there are sufficient opportunities, he can pursue his career objective and exploit his potential completely. He feels highly inspired when the organisation shows him an apparent path as to how he may meet his personal ambitions when trying to realise corporate goals. Unluckily, as pointed out by John Leach, organisations do not pay sufficient attention to this aspect in definite practice for a variety of reasons. The demands of worker are not matched with organisational requirements; no effort is made to indicate how the worker can grow within definite limits, what happens to workers five years down the line if he does fine, whether the organisation is attempting to offer mere jobs or continuing careers, etc. While recognition does not come in time for meritorious performance & a sure amount of confusion prevails in the minds of workers whether they are 'in' with an opportunity to grow or not, they find greener pastures outside. Key executives leave in frustration & the organisation suffers roughly when turnover figures go up. Any recruitment effort made in panic to occupy the vacancies is not going to be effective. So, the nonexistence of a career plan is going to make a large difference to both the workers and the organisation. Workers do not get right breaks at accurate time; their morale will be low and they are always on their toes attempting to discover escape routes.

Organisations are not going to advantage from high employee turnover. New worker mean additional selection and training expense. Bridging the gaps through short-term replacements is not going to pay in terms of efficiency. Therefore Organisations try to put their career plans in place and teach employees regarding the opportunities that present internally for talented people. Without such kind of progressive outlook, organisations might not prosper.