In 250–300 words reply to the two attached discussion board post! Each reply brings clarity to issues being discussed and relates issues to Scripture/biblical principles, scholarly sources and the text. Must use at least two scholastic references.
CarolinaPanther007
ResponsetoCarol.docxTraining vs. Career Development
According to Gomez-Mejia, L., Balkin, D., and Cardy, R. (2016) training usually focuses on helping employees with a specific skill or helping with any deficiencies in their work (p. 237). Development involves resources for the employee to grow within the organization into the future. Training focuses on the current job where development includes current and future opportunities (Gomez-Mejia, et al., 2016). Last, training is usually an immediate time focus and development is more long term. Training can also have a negative distinction as an employee may be sent to training to focus on deficiencies within their work performance. As an employee, this type of training may cause embarrassment and shame.
Career development is most likely to increase retention as it focuses on employee and employer needs (Gomez-Mejia et al., 2016, p. 262). The employee needs to be actively engaged in the process as they focus on different opportunities available to them. The focus on career development can help the employee avoid burn out (Gomez-Mejia et al., 2016, p. 262).
In today’s world, while compensation is an important factor for employee satisfaction, employee growth and career development are also very important to employee satisfaction (Khan, 2014, p. 110). Khan states “companies need to invest in employee development and help them in planning and developing their career at a suitable pace” (Khan, 2014, p. 110). It is important that companies understand that employees believe career development is the obligation of the employer. If it does not occur, the employee may be unhappy, under-producing, and may eventually leave the company (Khan, 2014, p. 110).
This is a subject matter that is very interesting to me. Approximately 3 years ago, I was experiencing burn out and frustration in my work environment. I did not necessarily want to leave my company but I needed a change and a challenge. I had a supervisor that was not really invested in any of her team members’ career development and subsequently was transferred out of her role. Shortly after that occurred, I was extremely fortunate to have another supervisor support my desire to grow professionally. In fact, this supervisor is the reason why I am in the MBA program as he highly encouraged me to go back to school as part of my career development path.
According to Amundson, N.E., Mills, L.M., and Smith, B.A. (2014), career development includes having the employee set goals and then figure out how to make them happen. Presbitero (2015) encourages employees to be proactive in their career development this includes in turbulent and uncertain times within their organization (p. 525). Having a proactive personality allows the employee to “identify opportunities and act on them without being limited by external and internal constraints” (Presbitero, 2015, p. 534). Also, employees with a proactive personality tend to persist until their goals are reached.
From the beginning, God intended man to work. “The Lord God took the man and put him in the garden of Eden to work it and keep it” Gen 2:15 (The Reformation Study Bible). As Christians, we ultimately work for Christ first and then our employer. “Whatever you do, work heartily as for the Lord and not for men” Col 3:23 (English Standard Version). God wants us to receive training and to be competent as He tells us in the Bible. “That the man of God be complete, equipped for every good work” (2 Tim 3:17). Finally, we must seek God’s wisdom on what He wants us to do in our lives and remember it is He who gives us strength and wisdom for all life’s decisions. This includes in our career development pathway. “I can do all things through Him who strengthens me” (Phil 4:13).
References
Amundson, N. E., Mills, L. M., & Smith, B. A. (2014). Incorporating chaos and paradox into career development. Australian Journal of Career Development, 23, 13-21. http://dx.doi.org/10.1177/1038416213496760
Gomez-Mejia, L. R., Balkin, D. B., & Cardy, R. L. (2016). Managing Human Resources (8th ed.). [VitalSource Bookshelf]. Retrieved from VitalSource Bookshelf
Khan, R. A. (2014). The impact of career planning and development on job satisfaction and retention in Pakistani banking sector. Global Management Journal for Academic & Corporate Studies, 4, 109-116. Retrieved from https://search-proquest-com.ezproxy.liberty.edu/docview/1925703896?pq-origsite=summon&accountid=12085
Presbitero, A. (2015). Proactivity in career development: The roles of proactive personality and cognitive complexity. Career Development International, 20, 525-538. http://dx.doi.org/10.1108/CDI-03-2015-0043
