Career Management/Development

analytical Essay
3754 words
3754 words


The essay briefly aims to explore the meaning of career Management/Development and its importance for both individual and organisations, and then it will evaluate the relevance of career management/development as an integral part of HR activities from the mutual perspectives of the organisation and individual employees. This essay will also explore the barriers to achieving career management/development practice in organisations and how these barriers could be overcome. Finally the essay will highlight the career management practices of King Specialist Faisal Hospital and Research Centre (public sector), which will lead to the conclusion.

What is career in an era of globalisations?

Career is the total sequence of employment-related positions, roles, activities and experiences encountered by an individual (Jackson T. 2002, p.VIII). Career can also be conceptualised more broadly in terms of “the individual development in learning and work throughout life", and thus includes voluntary work and other life experience (Watt, 1996; in Torrington et al. 2008, p. 446).

People careers are developed in organisations; we can sense the characteristics of the traditional career in the typical traditional deal between organisation and employee, when employees offer loyalty, conformity and commitment while employers offer security of employment, career prospects, training and development and care in trouble, (Baruch, 2001, p. 544). Long term employment with hierarchy career development is mostly what characterises traditional careers. Walton (1999, p. 214), described the traditional career development in an organisation by saying; “Traditionally, many organisations had well established career progression routes for those see...

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...he, L. (2000) The future of careers, Roffey Park Institute.

Jackson, T. (2000). "Career Development", IPD.

King, Z. (2003), New or traditional careers? A study of UK graduates’preferences. Human Resource Management Journal, 13 (1), 5-26.

KFSH&RC website, 2010,

Leung, A. S. (2004). Corporate restructuring and career advancement in Hong Kong. International Journal of Human Resource Management, 15 (1), 163–179.

Park, Y. (2009). Factors influencing self-directed career management: an integrative investigation. Journal of European Industrial Training, 33 (7), 578-593.

Torrington, D. and Hall, L. (1998). Human Resource Management, 4th ed. Prentice Hall.

Torrington, D., Hall, L. and Taylor, S. (2008). Human Resource Management, 7th ed. Prentice Hall.

Walton, J. (1999). Strategic Human Resource Management. Pearson Education Limited.

In this essay, the author

  • Explains the essay aims to explore the meaning of career management/development and its importance for both individuals and organisations.
  • Explains changing one occupation of functional specialisation for another, or becoming a generalist rather than specialist.
  • Explains working in a different sector, country, organisation or two or more organisations instead of one.
  • Argues that the evidence to support the reality that careers have fundamentally changed is'shaky at best' according to torrington and mckenzie-davey.
  • Opines that the essay will address the debate of the responsibility of managing and developing individuals' careers in organisations in the past and at the present time, specifically in developed countries.
  • Argues that the responsibility of managing traditional careers in developed countries rests primarily on the organisations.
  • Argues that hr professionals can contribute to the career partnership by reducing internal boundaries to mobility, such as job description and specialist structures, and by building the organisational mechanism to ensure that people can develop their careers laterally.
  • Explains that career management practices at kfshrc can be seen in two major practices: promotion system and training and development practices.
  • Explains that kfshrc considers its employees as an important resource of candidates to fill future vacancies.
  • Analyzes baruch, y., "employability: a substitute for loyalty?" human resource development international, 1 4 ( 4), 543-566.
  • Explains conger, s., fostering a career development culture: reflections on the roles of managers, employees, and supervisors.
  • Explains king, z. (2003), new or traditional careers? a study of uk graduates’preferences. human resource management journal.
  • Cites torrington, d., hall, l. and taylor, s. (2008). human resource management, 7th ed. prentice hall.
  • Explains that career is the total sequence of employment-related positions, roles, activities, and experiences encountered by an individual. people careers are developed in organisations.
  • Explains the meaning and importance of career management/development and argues that organisations need to manage their people's careers and help them develop in their careers.
  • Explains the link between career management and other hr activities in an organisation.
  • Argues that career management is necessary for the achievement of strategic goals of the organisation, but there are a few barriers related to the individual.
  • Describes king faisal specialist hospital & research centre as one of the leading healthcare institutions in saudi arabia. its mission is to provide medical services of a highly specialised nature and promote medical research and education programmes.
  • Opines that lack of knowledge of career development and advancement opportunities for employees in manual jobs is one of the major barriers to careers development for some employees.
  • Opines that career management is an important part of the various functions of hr department in an organisation. in a developing country context, hr systems should be integrated with each other.
  • Describes leung, a. s. (2004), corporate restructuring and career advancement in hong kong. park, y.
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