INTRODUCTION
The history of career
management could be traced back to 1945 at the end of the Second World
War. Then, there was an increase in
demand for human capital. This created the concept of organizational career
which meant a lifelong working pattern in only one organization. At that time
also an unwritten psychological contract between the employee and employer was
introduced (Callana and Greenhaus, 2014). Individuals do not, however,
undertake their careers in a vacuum, as decisions about future trajectories
need to be considered within the context of the broader world (Herr, 2012).
Facilitating this decision making is the process of career management that has
been defined as an ongoing problem-solving process in which information is
gathered, awareness of oneself and the environment is increased, career goals
are set, strategies are developed to attain those goals and feedback is
obtained.
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