Abstract:
A career is, seen as a central part of an individual‟s life in that it contributes to
the development of one‟s identity, and it is suggested that individuals, to a
larger extent today than before, are looking for personal development and
growth in their working environments and careers (Baruch & Budhwar, 2006).
This increasing emphasis placed on individual‟s career related needs can be
argued to constitute new challenges for employers with regard to the choice
and delivery of human resource management (HRM) activities such as career
management. The death of traditional onward and upward, centrally managed
career lead to the emergence of 3 major concepts, „career self management‟,
„employability‟, and „marketability‟. The responsibility of career development
shifted more towards employees. So in this changing career scenario the role
of organization in understanding and managing the career development
practices of individuals became highly relevant. This paper is a qualitative
research study which deals with the changing nature of careers and it
primarily addresses various individual career management practices in the
changing organizational career context and its major antecedents. The study is
intended to develop a New model for career self management. The article
concludes by considering the implications for future research.
