Career development is deeply intertwined with 'skill development' and 'career pathing.' Skill development involves acquiring new competencies that are essential for career progression. These skills can be technical, managerial, or soft skills, and they play a crucial role in enabling individuals to perform effectively in their roles. Career pathing, on the other hand, is the strategic planning of one's career trajectory, often facilitated by identifying short-term and long-term career goals and the steps needed to achieve them.

'Coaching and mentoring' are vital components of career development. Coaching provides individuals with the guidance and support needed to enhance their performance and develop specific skills. Mentoring, meanwhile, offers a broader perspective, helping individuals to navigate their career paths by leveraging the experience and wisdom of more seasoned professionals. 'Succession planning' is another important aspect, ensuring that there are plans in place for employees to move into key roles as they become available, thus providing a clear pathway for career progression.

Career development significantly impacts 'job satisfaction' and 'employee retention.' When employees see opportunities for growth and feel supported in their career aspirations, they are more likely to be satisfied with their jobs and stay with their employer for longer periods. 'Employee motivation' and 'job security' are also enhanced when career development initiatives are in place, as individuals feel more confident in their abilities and future prospects. Additionally, 'exit interviews' can provide valuable insights into areas where career development efforts can be improved, helping organizations to refine their strategies and better support their workforce.