The HR.com's HR Research Institute's latest study, 'HR.com's Future of Career Development and Mobility 2024-25', has brought to light concerning gaps in how organizations support employee career development and internal mobility. With only 20% of companies achieving the top two levels of program maturity, the findings underscore a widespread lack of effective strategies to foster employee growth. This scenario presents a stark contrast to the evolving expectations of the workforce, where career development opportunities are increasingly becoming a deciding factor for job seekers and existing employees alike.
Further compounding the issue, the study reveals that a mere 37% of organizations feel confident in their career development efforts, and only 42% report successful internal mobility initiatives. The disparity between employee expectations and the reality of support available is alarming, with just 22% of organizations providing adequate development opportunities. This gap not only threatens employee satisfaction and retention but also places organizations at a competitive disadvantage in attracting top talent.
The role of managers in employee career development is another critical area of concern. While over half of the organizations encourage managers to support their team's career growth, significant barriers remain. Notably, 34% of organizations have managers who discourage internal mobility to retain high performers, and only 15% of managers are adequately skilled to develop their employees. Furthermore, a scant 10% of organizations recognize and reward managers for their role in employee development, potentially undermining the motivation to invest in this crucial area.
Debbie McGrath, CEO of HR.com, highlights the necessity of equipping managers with the right tools and incentives to effectively support employee development. The study's findings serve as a wake-up call for HR professionals and organizational leaders to reevaluate and strengthen their career development strategies. Implementing comprehensive training for managers, establishing clear career pathways, and fostering a culture that prioritizes continuous learning are essential steps toward closing the identified gaps.
As the talent landscape grows increasingly competitive, the importance of robust career development programs cannot be overstated. Organizations that fail to address these deficiencies risk not only losing valuable talent but also facing skill gaps that could impede productivity and innovation. The full report offers detailed insights and recommendations for enhancing career development initiatives, serving as a valuable resource for those committed to building a more engaged and skilled workforce.
