impact of the new employment relationship on organizational career management and development
given changes in the typical employment relationship does the concept of organizational career management and development still make sense the answer is yes for numerous reasons first there will continue to be a number of organization both large and small that have long-term relationships and it is in both the organization and the employees best interest to plan and enact a mutually beneficial future career management and development can be a key part of this effort
second what work organization do to achieve their goals changes over time even organization that use contingent workers outsourcing and partnership arrangements to get work done need to maintain a core of employees with whom they have long-term relationships it is in the organization interest to ensure that the employees who make up the core especially managers are prepared and willing to change to meet new demands third within this new employment environment the availability of career-enhancing assignments and career management activities can be used both as a recruitment tool to attract employees and contingent workers to work for the organizations and a motivational tool to gain their full effort commitment and creativity
in our view what should change and what is changing is that organizational career development should be designed to fit the responsibilities and needs of both individuals and organization providing the opportunities both need to prosper in a dynamic environment authors such as carrie leana and Daniel Feldman describe strategic proactive ways that both individuals and organization can react to this dynamic environment