Big companies always try to plan the career of employees in the organization to prolong the time they can use that employee as a resource in the organization. The career planning usually has to goals – to safe the future of the organization with the new talents and to prolong the time of employment with the organization.
The goal to secure the flow of the talents is natural role of the HRM Function and it needs a lot of investments from the organization. The organization has to invest a lot of time and money to the development of the future managers, specialists and leaders. The investment results are not visible immediately and the organization has to be patient to see the results after several years of the hefty activity.
The career development needs a strong promise from the company to promote employees when they are promised to. Many companies are not able to follow the promises done to employees and it leads to the strong de-motivation of employees. The career development and career planning can exist and live from the promises done for some time, but it can destroy the trust of employees in the whole concept and processes around.
The companies do the career planning and career development to prolong the time the employee spends with the organization. But to make the whole system efficient and working, the promises has to be kept to show the positive examples to all employees to support them to grow internally and not to look for the new opportunities externally.
