“Today companies that do not have career plans for staff can be a demotivating factor for workers, who see their promotion capabilities and improvement in working conditions limited”
Starting from this premise, we think of people as individuals and that their work has a direct impact on the organization, its objectives and its clients, we come to the conclusion that jobs are not static and infinite in time. Just as the configuration of a job changes, we must also think that a very important motivating factor for people is being able to check their development possibilities within the organization.
The personnel that make up the company must know their current position within the business organization chart and their possibilities for professional development through the acquisition of skills that allow them to climb positions within the organizational structure. Today, companies that do not have career plans for staff can be a demotivating factor for workers, who see their ability to advance and improve working conditions limited.
Initially, the first career plans adopted by organizations were focused in a very rigid way, fundamentally oriented towards organizational needs, we could even say that with a selfish vision in only one way. While today we speak and act more oriented towards social responsibilities, greater awareness has been generated and the balance has been balanced towards benefits in a win-win relationship. Even many companies already recommend involving the collaborator’s family directly and indirectly in the processes to generate greater commitment that allows all parties to achieve higher goals and better performance, since it is common to find that family members are sometimes the first detractors of the employee. employee’s work with comments that undermine their morale, momentum and commitment. The strategy should focus on ensuring that everyone is aligned towards the same goals both inside and outside the organization.
Understanding that this vision must be part of the backbone of organizations, it allows us to show clarity and organizational maturity. We will be able to see every day more committed and clear collaborators with their growth outlook, higher levels of motivation and thus promote companies as the vehicle with which people through their own effort achieve their own goals, fulfill themselves, fulfill their own goals and dreams, and thus contribute to generating wealth for both the company and the country.
Career plans are a fundamental part of human resources management that allows strategically developing the assignment of key collaborators in future positions in the company in an orderly and logical manner. Likewise, they are an excellent tool for the effective and constant motivation of the staff.
