Employer-sponsored career development programs can be a vital force for increasing productivity, reducing employee turnover, and insuring that an organization has a pool of motivated employees from which to draw new talent. However, none of these benefits can occur unless organizations undertake initiation of career development programs according to well-thought out principles. The inception of a career development program is its most fragile and necessary component. New programs should be thoroughly researched, and those responsible for originating a program should study the evolving program for as long as necessary. Determining the functions, philosophy, and goals of the program at the outset is essential. A carefully chosen advocacy committee can serve to enhance the political survival of the program, answer questions, and function as a sounding board. Needs assessment, the offer of training and support to managers responsible for delivering career development services, and linking a new program with an older one are good ways to ensure the success of a new program. An excellent way to incorporate career development activities into existing human resource development activities is to use at least one career development activity during performance appraisals or salary reviews. (MN)