Which of the following are benefits for the organization of career management?

A. Improved performance
B. Improved productivity
C. Increased retention of high talent employees
D. Development of competencies and personal skills
E. Better individual–organization match

Choose the correct answer from the options given below:

Correct option is B

Career management provides several organizational-level benefits that go beyond individual skill enhancement. 

• B. Improved productivity: When employees are guided through career paths aligned with organizational goals, it increases focus, morale, and output. Employees become more efficient when they know their growth depends on contribution.

• C. Increased retention of high talent employees: Career management shows employees that their future is being considered, which increases job satisfaction and organizational commitment, particularly among high performers.

• E. Better individual–organization match: A well-implemented career management system matches employee competencies and career aspirations with organizational roles, enhancing effectiveness and reducing mismatch or misalignment in roles.

These outcomes are strategic organizational benefits and result in lower attrition, greater alignment, and higher performance sustainability over the long term.

Information Booster:

• Productivity improvements come from better skill-role alignment and long-term employee commitment.

• Retention of top talent reduces recruitment and onboarding costs and maintains organizational knowledge.

• Career management helps in identifying future leaders and planning for succession in key roles.

• A clear career path motivates employees to take ownership of their development, positively impacting organizational goals.

• The individual–organization match ensures that employees are deployed where they are most effective.

• Better career alignment reduces role confusion and enhances goal congruence between employees and the firm.

• Career management contributes to a positive employer brand, attracting better talent in the future.

Additional Knowledge:

A. Improved performance:
While individual performance may improve due to better career planning, it is more of a personal benefit rather than a direct organizational advantage. The organization may observe indirect gains, but the improvement in performance is not guaranteed solely by career management unless supported by training or performance systems.

D. Development of competencies and personal skills:
This outcome is individual-centric, focusing on employee capability building. Though it benefits the organization in the long run, it is primarily seen as a benefit for the employee in career development, not the organization directly.