Career systems in transition: a normative model for organizational career practices
Career systems in transition: a normative model for organizational career practices
This paper offers an integrated formulation for the way organizations may approach planning and managing employees’ careers in a time of transition. A normative career model is developed and compared to an existing descriptive model. This normative model shows how career management practices may be integrated into a comprehensive organizational framework, and explores ways in which career systems can be transformed and aligned both internally and externally in terms of philosophy, policy and practice. The suggested formulation provides a framework from which organizations can develop strategic organizational career systems appropriate for the new millennium.
231-251
Baruch, Yehuda
25b89777-def4-4958-afdc-0ceab43efe8a
1 April 2003
Baruch, Yehuda
25b89777-def4-4958-afdc-0ceab43efe8a
Baruch, Yehuda
(2003)
Career systems in transition: a normative model for organizational career practices.
Personnel Review, 32 (2), .
(doi:10.1108/00483480310460234).
Abstract
This paper offers an integrated formulation for the way organizations may approach planning and managing employees’ careers in a time of transition. A normative career model is developed and compared to an existing descriptive model. This normative model shows how career management practices may be integrated into a comprehensive organizational framework, and explores ways in which career systems can be transformed and aligned both internally and externally in terms of philosophy, policy and practice. The suggested formulation provides a framework from which organizations can develop strategic organizational career systems appropriate for the new millennium.
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Published date: 1 April 2003
Identifiers
Local EPrints ID: 486601
URI: http://eprints.soton.ac.uk/id/eprint/486601
ISSN: 0048-3486
PURE UUID: e496219c-3189-45cc-8110-005abb402266
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Date deposited: 26 Jan 2024 17:54
Last modified: 18 Mar 2024 03:25
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