Please use this identifier to cite or link to this item: https://hdl.handle.net/10419/334289 
Year of Publication: 
2024
Citation: 
[Journal:] Agora International Journal of Economical Sciences (AIJES) [ISSN:] 2067-7669 [Volume:] 18 [Issue:] 2 [Year:] 2024 [Pages:] 44-49
Publisher: 
Agora University Press, Oradea, Romania
Abstract: 
The best way to predict the future is to build it. (Abraham Lincoln). Each of us, the moment one focuses its attention on a field, aspiring to have a certain profession, implicitly thinks about a certain profession. Career management integrates career planning and development and also, in a broader sense, implies multiple functional interdependences of planning the career individually, of planning the organizational career and the career development. Career management is a point of interest both for the employee and the employer, representing a planning and implementation process of targets, strategies and plans, which allow the organization to satisfy its needs of human resources and the people to fulfill their career purposes. There are individual differences regarding career orientation. Humans are not all the same, they differ when it comes to abilities, values, objectives and preferred activities. Although different from one another, people do have many things in common. Starting from this approach, specialists in this field have revealed modalities of classifying people, modalities that focus on the major models of resemblances and differences regarding career orientation.
Subjects: 
career
career management
career orientation
individual career planning
planning organizational career
career development
career strategies
Persistent Identifier of the first edition: 
Creative Commons License: 
cc-by-nc Logo
Document Type: 
Article

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