Career can be considered from two different perspectives, individual and organizational. From an individual point of view, it is seen that the meaning of career for the person, the satisfaction of the person with his career, the wishes, expectations and goals of the person regarding his career come to the fore. Considering that people spend a significant part of their daily lives at their jobs, it can be better understood how much satisfaction they feel from their jobs and careers occupies in people’s lives. Accordingly, it can be stated that people’s dissatisfaction with their jobs and careers will affect not only their business life but also their family life. It is stated that employees who believe that they cannot achieve their career goals and expectations in the organization they work for, are in search of a new job. This situation means the loss of qualified employees in terms of organizations. In this respect, when it comes to careers for organizations, effective management of employees’ careers emerges as an important human resource management function.
The beginning of the career in the field of human resources management began to come to the fore in the mid-1970s with three important books published on the subject of career. These are Hall’s “Careers in Organizations” published in 1976, Van Maanen’s “Organizational Careers” published in 1977, and Schein’s “Matching Organizational and Personal Needs” published in 1978. and Individual Needs) ( 2011). In these books, as can be understood from their titles, the subject of “career in organizations” is focused. Considering the importance of people’s satisfaction with their careers, their wishes, expectations and goals regarding their careers, it can be argued that career management in organizations and activities related to career development of individuals will contribute positively to organizations. Accordingly, organizations benefit from career management activities in terms of providing morale and motivation of employees, increasing their commitment to their organizations, attracting and retaining qualified employees in the organization. Career management activities in organizations also increase the quality of working life by causing people to be satisfied with their careers and the work they do. Addressing career in terms of individuals and organizations also forms the basis of individual and organizational career management. Individual and organizational career management concepts will be discussed in the second and third sections, respectively.