Topics range from being very specific to job positions to soft-skills like leadership.
Career development as a whole can be looked at from two perspectives: the employee and the employer. The company’s main aim is to increase its employees productivity in order to achieve business goals, which is generally done by ensuring “the perfect marriage between the job and the person”. On the other hand, for the employee, both career and personal development are very important. Whilst ‘career development’ helps them meet goals, get promoted and even get higher remuneration, ‘personal development’ results in work satisfaction and makes them feel valued as individuals outside of work.
A substantial difference between career and personal development is the fact that not all companies are willing to invest in the personal development of their employees as much as they are with career. Personal development can include training courses that don’t have a direct correlation to the job being done, for example investing in health and wellbeing or personal interests like cooking. There is evidence to suggest that investing in the ‘person’ often attracts and retains employees and drives better business performance.
A quick breakdown of what career and personal development programs enable:
Providing employees with career growth opportunities aligned with company objectives, goals and strategies
Upskill or maintain knowledge of current job related tasks
Develop personal skills and abilities for soft skill topics to plan for personal growth
Enhance or obtain education, abilities and skills for duties unrelated to current job to achieve self-set goals and career objectives
Better community members and happier individuals
