Blending the Traditional Career Management with the New Career Management in Organizations

Abstract

While organizational career management practices have undergone several changes over the past decades, one way to enhance employees’ quality of life is planning and managing career paths. Whereas people perceived the career management concept as a long-term contract between the employing organization and the employee (referred to as traditional career management), today there is the idea that it can be a short-term transactional contract, termed new career management. Although organizations may adopt the new career approach, it may not have taken hold for every industry or organization. Within the same organization, there may exist a need to integrate both the traditional career management approach with the new career management approach in dealing with employees, based on the needs of the latter. This paper summarized characteristics of both career models and proposed ways in which organizations can blend both types of career management, using the theory synthesis design.