ABSTRACT
Many organizations operate career development programs for their employees. Organizations provide these services internally or, in many cases, contract with outside agencies. These services exist primarily to assist in meeting the organization’s goals and objectives. Of course, career development in organizations also usually assists individuals in defining personal goals and objectives and in making and implementing plans to achieve them. But as Hall (1986) pointed out, the organization’s activities are generally directed at the management of careers to meet the requirements of the organization, whereas the individual’s activities are focused on planning his or her career. An organization can provide continuing career opportunities for its employees and leaders only to the extent that it is successful in the marketplace, and organizational success hinges on the talents and contributions of its workers. Accordingly, many organizations operate career management programs because the alternative is the hazardous route of failing to manage this key organizational resource-the workforce. Career development or career management services are provided in many large organizations, including corporations, universities, military organizations, and government agencies.
