Career management practices: An empirical survey and implications

Abstract

A key ingredient in the knowledge economy is the development of people's careers. Companies approach career development in a variety of ways. To better understand how these approaches fit together and how they are used to address different situations, the authors surveyed 194 United Kingdom companies and identified five groups of practices. These groups were associated with certain organizational characteristics. Drawing on concepts from the careers literature, the authors suggest a two-dimensional model to explore how these groups of practices can be systematically understood and applied.

Perceived organizational career management and career adaptability as predictors of success and turnover intention among Chinese employees

“…Organizational career management consists of a variety of programs and interventions like individual assessment, training courses, mentoring, job rotation, and so on (Baruch, 1999;Baruch & Peiperl, 2000). Perceived organizational career management highlights employees' subjective perception of organizational support for their career development and the extent to which they have access to these career development opportunities .…”

The role of line managers in employee career management: an attachment theory perspective

“…Respondents were presented with a list of 11 of the most common career development opportunities (see Baruch and Peiperl 2000) (e.g., promotional opportunities, external training, secondment, special assignments, and education leading to qualifications). Space was also provided to list additional career development activities.…”

Determinants and outcome of career competencies: Perspectives of hotel managers in China

“…Organizations can provide a series of activities including mentoring, training, assessment centers, and networking opportunities (Baruch and Peiperl, 2000;Gutteridge et al, 1993;Hall, 2002). All of these activities are specifically relevant to the pursuit of career goals, and can help employees to develop career competencies.…”