Plan for Establishing a Career Development Function in an Organization.

Specifically, this paper shall be divided into three parts: firstly, a discussion on the essence of organizational and employee management as defined and explained by National Career Development Organization or NCDO. secondly, an in-depth analysis of the contents of career development and its role in attaining business objectives. and lastly, a conclusion that will synthesize all the key learning points gleaned.

The National Career Development Organization (2012) claimed that the organizational and employee management had emerged as a discipline that involved “the overall arrangement of the organization and its functions, including both the long-term and short-tem identification and development of its human resources”. In this regard, all of its plans, processes, and models are in line with providing the necessary skills that its employees need to meet the current and future job demands. Thus, it could be stated that organizational and employee management is similar to strategic talent management, which aims at creating job functions that help the company realize its maximum potential.

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From a historical point of view, it could be said that the inception of organizational and employee management has been heavily influenced by factors such as “Increased competition for promotion, constant innovation in technology, pressures for equal employment opportunities, corporate rightsizing and restructuring, globalization of our economy, and employees’ desire to get the most out of their careers” (Powell, 2003). From a workforce perspective, it could be claimed that strategic talent management was also a product of the employer’s desire to harness their employees’ knowledge and skills, and keep those that are most valuable to the company.

At this point, National Career Development Organization (2012) also wanted to emphasize the difference between career management and career development.

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