The Role of Human Resource Management in Career Growth

The human resource management is supposed to work for career advancement of the employees by bringing together the individual desires and organizational goals. Suitable HRM practices for these people therefore relate personal development of the workers with the strategic goals of the business and create a good platform for accomplishment.

A major strategy is utilisation of learning and development structures as a career ladder within the framework of human resource management. Examples of such programmes are those designed to improve the competencies, skills and knowledge of persons in anticipation of more superior positions in an organization. According to Armstrong & Taylor (2020), formal training packages are important because they assist workers to acquire essential qualities that can enable them upgrade in their careers or conform to new requirements on the job. In this way, investing in staffs’ education, which is the case of HRM’s continuous training, makes the workers competitive enough to perform their essential roles.

It also has a very dynamic significance in performance management, which partly forms the internal procedure of career advancement. To this end, HRM assists the workers in the enhancement of their strengths as well as areas of weakness by continually providing them with evaluations of their performances and constructive criticisms that are provided by the HR managers. It is in this regard that the following feedback help the employees in enhancing personal development as well as career progression as posited by DeNisi and Williams (2023). The setting of performance goals as well as appraisals have been found to help employees in relation to the outlined career plans in the organization in the opinion of DeNisi & Williams (2023). It is through such a process that have ensured career development by linking these aspects to the goals of the organization.

Mentoring and coaching can therefore be classified as two additional styles in the HRM which greatly affects career development. Thus, human resource professionals facilitate cooperation between highly experienced employees and those who are not very experienced so that they were able to develop the latter professionally. In sum, such relationships are essential in the professional growth, as Higgins & Kram (2021) have pointed out. The positive aspect of the mentoring relationship entails the fact that the mentoring offered turns the young employee into an ‘insider’ in the organization concerning information on the promotion of career success paths and opportunities for professional networking.

It is also charged with the responsibility of improving career management by effective succession planning and career advancement. HRM has the objective of nurturing employees that may occupy leadership or any other strategic positions within that particular organisation. The approach is not only much helpful in the individual career advancement but also; besides that, it is designed to provide a steady stream of talents for the future (Rothwell, 2022).


Conclusion

It equally is involved in the processes of training and development, performance management, mentoring among other duties of enhancing career growth. Thus, by adopting these measures, HRM ensures that its development strategy is linked with organizational goals and thus the sustenance and improvement of both employee’s career fate and organizational performance.

References

Armstrong, M., & Taylor, S. (2020). Armstrong's Handbook of Human Resource Management Practice. Kogan Page.

DeNisi, A. S., & Williams, K. J. (2023). Performance Appraisal and Management. Routledge.

Higgins, M. C., & Kram, K. E. (2021). Reframing Mentoring Relationships at Work. Oxford University Press.

Rothwell, W. J. (2022). Effective Succession Planning: Ensuring Leadership Continuity and Building Talent from Within. AMACOM.