Involvement of HRD scholarship and role of HRD research

2.  Career development is a never ending practice of planning and predefined
course of action toward personal work and life goals. Career development is
not about making the career within an organization rather it focuses on
continuous improvement that will result in promotion and increased job
responsibilities. The focal point of career development has changed from
being mainly organizational based to individual driven.
 Career development can be revived in HRD through providing plans for
updated, expandable and adaptable career development strategies that better
fit the age of limit less careers. HRD is actually a linkage between career
development and organizational strategic plan that go with the skills of
individual employees. Career goals can be accomplish through training
programs, job rotation, and possibly some shape of informal mentoring.
 Career development is an approach to accomplish significant business
objectives. Employee and organizational needs must be allied when planning
career-development processes.
 Career development can guide individuals through career shift, by enhancing
organizational loyalty for the time employees are with an organization, by
encouraging motivation and productivity, by contributing to the larger
structure of economic stability.
How Career development can be revived in HRD scholarship and practice
to benefit organizations and to affirm individual employees?

3.  HRD’s presence is significant in shaping a company’s role and
responsibility regarding employees’ careers. HRD research can benefit
by means of the framework provided to inspect how systemic factors
affect learning activities, exploring how boundary-spanning learning
events can be integrated into career development, and conclude what
ending measures are most suitable for tracking the improvement of
individualized learning.
 This framework helps in learning that HRD research can direct
professionals to execute and incorporate career development into the
organization. Furthermore it helps in acknowledging that HRD can
make a difference in individuals’ careers by attending to important
organizational support mechanisms such as fairness and equity,
environmental issues, and life-work balance.
 The framework provides a new perspective for HRD practitioners and
researchers that are flexible, reflective, and valuable for organizations
and confirming for individuals.
How HRD research can benefit by using the framework