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Implementing an employee career-development strategy: How to build commitment and retain employees

Paul J Davis (Department of Management and Marketing, KIMEP University, Almaty, Republic of Kazakhstan.)

Human Resource Management International Digest

ISSN: 0967-0734

Article publication date: 8 June 2015

21863

Abstract

Purpose

Demonstrates how to build commitment and retain employees through a career-development strategy.

Design/methodology/approach

Shows how organizations often mismanage career development and how they could do better.

Findings

Describes the five “Ps” of poor career development, the foundations of a career-development strategy and a number of career-development activities.

Practical implications

Highlights the importance of beginning early, communicating clearly, partnering employees, facilitating internal movements and taking action frequently.

Social implications

Advances the view that employee disengagement and high employee turnover are expensive and often avoidable.

Originality/value

Argues that the lack of career development continues to be a major cause of employee dissatisfaction and turnover and shows how this can be avoided.

Keywords

Citation

Davis, P.J. (2015), "Implementing an employee career-development strategy: How to build commitment and retain employees", Human Resource Management International Digest, Vol. 23 No. 4, pp. 28-32. https://doi.org/10.1108/HRMID-05-2015-0066

Publisher

:

Emerald Group Publishing Limited

Copyright © 2015, Emerald Group Publishing Limited

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