A primary goal of career development programs is increased responsibility (D) as employees progress in capability, scope, and contribution over time. Career development focuses on preparing employees for future roles, expanded duties, and leadership opportunities, aligning individual growth with organizational needs.
At the SPHR level, career development is distinguished from training by its long-term, forward-looking orientation. Effective programs build skills, knowledge, and experiences that enable employees to assume greater responsibility, complexity, and decision-making authority.
Team building (A) and attitude change (B) are typically objectives of organizational development or training interventions, not career development. Emotional growth (C), while beneficial, is not a primary organizational goal of formal career development programs.
SPHR frameworks emphasize career development as a retention, succession, and engagement strategy, ensuring a pipeline of capable talent ready to meet future business demands.
References :
HRCI SPHR Exam Content Outline — Functional Area: Learning and Development (career development; succession planning).
HRCI SPHR Study Guide — Objectives and outcomes of career development initiatives.
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