Career Development Intervention vs. Leadership Development Intervention

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Developing Talent
Organizations have been affected by the recent economic downturn. Consumers have been negatively affected which ultimately affects the organizations. People are holding onto their money tighter than ever before. They are not spending as much which led to less profit for organizations. Nonprofit organizations suffer from budget cuts which affects them negatively as well. As a result of the poor economy, developing talent has become more important. “Leadership development has become increasingly important and an emerging trend to organizations in response to the increase in organization’s competitiveness” (Tonvongva, 2013, p 36). There are more organizations who are deciding to train and develop their employees. The development of internal employees eliminates or decreases the need to hire external candidates. Developing talent can save the organization money and can increase the morale as well. There are two kinds of interventions that are used to develop talent; these interventions are the career development intervention and leadership development intervention.
Career Development Intervention
Career Development Intervention is designed to “help recruit and retained skilled and knowledgeable workers” (Cummings, 2009). Career Development Intervention helps people within an organization plan their career goals. Career planning is involved in Career Development Intervention as well. Career planning is actually creating an outline or map of where the employee wants to go. It is tailored specifically to that individual. It is determined by that person’s interests, values, and capabilities. The development part of the Career Development Intervention is coming up with an action plan to obtain the career goals set in the...

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...t are Leadership Development Intervention and Career Development Intervention. Career Development Intervention builds the knowledge and skills that employees believe are the nest fit for the career path they desire. Leadership Development Intervention focuses on the skills and knowledge that the organization will need to manage and make decisions in the future. However they are both designed to help the employees gain knowledge and progress in their careers.

Works Cited

Cummings, T. G., & Worley, C. G. (2009). Organization development & change (9th ed.). Australia: South-Western/Cengage Learning.
Tonvongva, S. (2013). IMPACT OF TRANSFORMATIONAL LEADERSHIP DEVELOPMENT THROUGH ORGANIZATION DEVELOPMENT INTERVENTION ON EMPLOYEE ENGAGEMENT AND FIRM PERFORMANCE: A CASE STUDY. Social Research Reports, 25, p 34-49. Retrieved April 1, 2014, from the SocINDEX database.
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