Several other issues should be considered when creating an organization’s career development program. Developing career motivation is a significant career management goal. Career motivation affects how people choose their careers, how they view their careers, how hard they work in them, and how long they stay in them. Career progress is not likely to be a continuous upward journey, but rather one that includes periods of movement and periods of stability. A career plateau is the point in a career where the likelihood of additional promotion is very low.

Although much of the career development literature focuses on developing managers and professionals, the career development needs of blue-collar and nonexempt employees have often been ignored. Given the large number of employees and the critical role they play in organizational effectiveness, HRD professionals need to consider career development activities that better serve their long-term needs. Many organizations find themselves faced with the prospect of downsizing their workforces and reducing the numbers of management positions in response to competition and changing business conditions.

However, even with fewer employees, organizations still have to engage in career development activities, because HR needs will change as business strategy and technology changes. Career development efforts will have to focus on enriching employees in their current jobs or areas of expertise.