According to Brown (2011, pg 253), the purpose of career planning is “to develop and promote high-potential employees in channels where abilities will be used to the fullest.” Career planning not only holds benefits for the employee, but also the employer. The benefits of career planning for an employer are:
- To ensure the organisation has candidates readily available to meet organisational goals.
- Promotion and staffing from within the organisation;
- Solve certain staffing problems by ensuring the candidate pool have the correct skills;
- Create motivation among employees by showing employees the career opportunities;
- Compliance with the Employment Equity Act to ensure fair and equitable HR practices.
Based on the above benefits of career planning, it is clear that skills development and employment equity intervention are core to the success of any career planning strategy. The main purpose of the Skills Development Act is to develop the skills of the South African workforce to enable employees to move within their workplace to higher positions, thus creating more opportunities at lower levels.
Career planning forms an intricate part of the workforce, as planning allows policies to be put into place, which allows organisations to manage the skills gaps identified in the workforce. By addressing the skills gaps identified, workers will become more skilled, improve work morale and job efficiency, and also assists the company in achieving its employment equity goals and targets.
A company should comprehensively assess employees to identify the “present gaps between what people should know or do and what they actually know or do” Once these training needs have been identified, the company can compile a schedule for those employees who have been identified for training needs. Planning and implementing the right training for these specific skills, results in career planning.
The main concern for employers is the cost of training staff, defining the right training provider and allocating sufficient funds. However, an employer must consider that the financial burden and planning efforts placed on the company are to the advantage of the employee and is beneficial for both parties. The employer is not only eligible for their mandatory grant in terms of their Workplace Skills Plan submission but Erasmus et al. (2006, pg 4) state organisations can also expect:
- Increase in the workforce’s morale;
- Ensure the corporate image is enhanced;
- Relationships between superiors and subordinates are improved;
- It contributes to organisational development;
- It contributes to increased productivity and quality of work;
- It helps to keep costs down;
- It improves labour/management relations;
- It improves the organisational climate;
- A positive climate for growth and communication is created.
Once the skills gap has been eliminated, the employer can now focus on the next step of career planning within the company. Employers use career planning to identify and develop new leaders who can move into higher occupational levels that become vacant.
In conclusion, implementing career planning in an organisation it will assist the Employer in ensuring that all positions are filled adequately, and timeously, staff are given opportunities within the organisation and lastly, comply with the Employment Equity Act by creating fair and equitable practices.
Want to know more about Skills Development and Employment Equity? Contact your nearest SEESA to speak to a Skills Development Facilitator. Alternatively, leave your contact details on our website, and a SEESA representative will
About The Author:
Amoré Jonker started her career as an Administrator Officer on 1July 2019 in the Port Elizabeth office, and thereafter she was promoted to a Skills Development Facilitator on 1 March 2021.
References:
- Brown, D.R 2011, Experiential Approach to Organisational Development, Pearson, New Jersey;
- Erasmus, B.J., Loedolff, P.V.Z., Mda, T. and Nel, P.S 2006, Managing training and development in South Africa, Oxford University Press, Southern Africa;
- Grobler, P., Warnich, S., Carrell, M.R., Elbert, N.F., Hatfield, R.D 2006, Human Resource Management in South Africa, Southern-Wester Cengage Learning, London.