Factors to be considered in international career development:

Individual employees must accept the responsibility for their own career development. Failure to do so
will prevent smooth and optimal career progression. Factors that are important to successful career
development and growth include:

Performance - Employees who perform badly are rarely considered for training and development
opportunities, international assignments or promotion.

Exposure - If an employee is to succeed, he or she must become known to senior management.

Employees can become known to the organisation’s decision makers through superior performance,
report writing, presentations,; and involvement in company training and development programs and
social activities.

Qualifications - US research indicates that a strong correlation exists between graduate earnings and
the quality of the university they attended.

Employer reputation - Some organisations have a ‘star’ reputation as breeding grounds for high-
potential employees. Consequently, getting a job with the right company can be an important factor in
career success and long-term employability.

Nepotism - Thirty per cent of publicly listed companies in Hong Kong have boards of directors on which
half or more of the executive directors are related as family members.

Mentor - Successful managers usually have a mentor or sponsor who helps advance their career by
offering advice, giving instruction and opening up career opportunities.

Benefits of mentoring:

• The protégé, by developing more skills and self-confidence, performs better and provides longer

service to the organisation.

• Mentoring, by identifying talent, helps companies encourage and capitalise on diversity.

• Mentoring provides a structure for the growth and development of all employees.

• Mentoring helps inculcate corporate values.

• Mentoring improves employee job satisfaction and motivation.

• Mentors can buffer women from discrimination and help them overcome gender-related barriers to

advancement.