Career planning and development is a central mechanism of Human Resource Development because it aligns individual aspirations with organisational needs, ensuring a continuous supply of capable and motivated employees. In an environment characterised by rapid technological change, competitive pressures, and evolving job roles, organisations cannot rely solely on short-term staffing decisions. Career planning provides a structured approach through which employees understand possible career paths, the competencies required for advancement, and the support systems available to help them progress. From an HRD perspective, it is not merely about promotions but about enabling employees to realise their potential, enhance employability, and derive long-term satisfaction from their work while contributing meaningfully to organisational goals. Career planning begins with helping employees assess their interests, strengths, values, and career ambitions. This self-assessment is complemented by organisational career paths that clarify vertical, lateral, and cross-functional opportunities. Career development then involves systematic interventions such as training, mentoring, job rotation, coaching, and developmental assignments that prepare individuals for future roles. When employees perceive that the organisation is invested in their growth, it enhances motivation, commitment, and retention. At the same time, organisations benefit through reduced skill gaps, better succession planning, and improved leadership pipelines. Thus, career planning and development serves as a mutually reinforcing process that strengthens both individual capability and organisational sustainability. Competency mapping plays a crucial role in making career planning and development more objective and effective. Competencies refer to the knowledge, skills, abilities, and behavioural attributes required to perform a