Who is responsible for your career development?

We hear frequently that career development is an essential part of employee engagement and retention. That is the reason why most HR specialists and hiring managers have to take responsibility for this process.

Even though all companies run in the market after big talents, I don’t find this responsibility to be correct.

Partially, I can agree with it, but only for the fact that a manager and the HR know what are the possibilities for you to grow in that company. If you want to grow until Bill Gates level and the company can’t give you this opportunity - they would know. Also, they would know if the company has the budget for a certain training for you.

I think that we have to take the responsibility for our career development. Because it is our career and a career is not dependent on a single company, manager, or HR.

If we take responsibility for our development, we raise our chances to work for OUR objectives and to set up some steps for it.

If we outsource this responsibility, we won’t have control over it.

I see a lot of candidates who don’t know what kind of job they want to grow. It happens like this because, in most situations, candidates don’t have some clear values or criteria they take into consideration when they change the job. For many candidates, only salary matters.

Employees have the main responsibility for their career development because it is about their lives. Supporting employee career development within organisations is the company’s (management and HR) responsibility.

Although there is not extensive research on the disadvantages of non-voluntary or involuntary career changes, there are still some conclusions in this article.

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