Empowering Economic Development: The Role of Career Development Practitioners and Human Resource Professionals

In today's dynamic work environment, career development practitioners and human resource professionals are indispensable in bridging the gap between people and the workplace. As organizations increasingly prioritize employee retention, talent development, and diversity, they’re realizing the immense value these professionals bring. Here are three compelling reasons why career development professionals are essential in advocacy roles—and why organizations seeking lasting success should prioritize them.

Boosting Workforce Engagement and Retention

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Career development experts excel at crafting growth pathways that align job seekers’ goals with organizational objectives. Human resources professionals carry that work forward with employees. Both the Society for Human Resource Management (SHRM) and the National Career Development Association (NCDA) convene professionals to address the gap. This alignment does more than just help employees feel valued; it builds a foundation for a more engaged, dedicated workforce at a time when engagement is at an all-time low (Agovino, 2024). When employees see clear opportunities for personal growth within an organization, they’re more likely to stay (Bradbard & Schmeling, 2013). Retention rises, turnover costs decline, and the organization benefits from the steady contributions of experienced, motivated team members. This strategic approach to engagement is valuable in a competitive job market, where attracting and keeping top talent can make or break an organization’s success (Lee et al., 2018). Therefore, investing in both sides of the employment challenge to unit job seeker and employees with company needs for talent benefits communities and the economy.

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Enabling Strategic Talent Development and Succession Planning

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A critical area where career development practitioners and human resource professionals make an impact is in talent planning. By analyzing workforce trends and pinpointing skill gaps, these experts can advocate for policies that promote continuous learning, ensuring employees are prepared for emerging challenges. Through academic programs and customized development consulting, they create a pipeline of skilled, ready-to-lead individuals to fill essential roles, whether in response to retirements, promotions, or organizational growth. Through advocacy, they motivate and guide development of laws and regulations that open opportunities for under-employed segments of the population (O’Flaherty, 2024). This foresight and planning mitigate disruptions, keep operations smooth, and ensure that organizations remain agile and competitive in hiring and retention.

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Driving Diversity and Inclusion in the Workplace

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Career development practitioners and human resource professionals bring specialized training in identifying and removing barriers that limit access to employment opportunities. They drive diversity and inclusion initiatives that aren’t just compliance checkboxes. They move forward with practical programs of inclusion that are integral to an organization’s values and practices (How to Develop an Inclusion, Equity and Diversity Initiative, n.d.). With a focus on fostering healthy, thriving workplaces, these professionals can design policies that support underrepresented groups and make the workplace more equitable. Seeking to employ veterans, persons with disabilities, persons at all points of the career lifestyle, and others with criminal records and other barriers to employment leads to diversity while decreasing gaps in a company’s workforce. Organizations that prioritize diversity are shown to benefit from broader perspectives, innovative problem-solving, and adaptability in an evolving market (Alshemmari & Al Monawer, 2023).

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Incorporating career development practitioners and human resource professionals into leadership roles is an investment in an organization’s future. By shaping initiatives that address employee engagement, talent growth, and inclusivity, they help create workplaces that are not only productive but also forward-thinking and resilient. By engaging in community and economic development, career development professionals bring insight through the representation of the perspectives of both employers and potential employees.

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References

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Agovino, T. (2024, August 22). How to revitalize a disengaged workforce. https://www.shrm.org/topics-tools/flagships/all-things-work/how-to-revitalize-a-disengaged-workforce

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Alshemmari, J. M. H. J., & Al Monawer, F. H. (2023). Analyzing the relationship between workplace diversity and innovation and its influence on organizational performance. Journal of System and Management Sciences, 14(1), 471–489. https://doi.org/10.33168/JSMS.2024.0127

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Bradbard, D., & Schmeling, J. (2013). The recruitment, hiring, retention & engagement. SHRM Foundation.

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How to develop an inclusion, equity and diversity initiative. (n.d.). SHRM. https://www.shrm.org/topics-tools/tools/how-to-guides/how-to-develop-diversity-equity-inclusion-initiative

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Lee, T. W., Hom, P., Eberly, M., & Li, J. (Jason). (2018). Managing employee retention and turnover with 21st century ideas. Organizational Dynamics, 47(2), 88–98. https://doi.org/10.1016/j.orgdyn.2017.08.004

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O’Flaherty, E. (2024, Aril). Just a minute to make a difference: Fresh updates from the advocacy front lines. Career Convergence [Online]. https://ncda.org/aws/NCDA/pt/sd/news_article/559534/_self/CC_layout_details/false

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