Organizational career development versus employees’ career needs in Hungary

Abstract

The aim of the study is to prove that individuals still need the help of their employer to develop their career.
Therefore, the paper investigates what kind of career support the employees expect from their employers and
compare them to what they actually receive from the organization. The focus is on the career development
tools applied by the organizations. Using quantitative research methods via an online survey of 1000
Hungarian employees, this study explores the extent of career development technic usage. It explores the
solutions which are preferred by the individuals and also demonstrates the tools used by the organizations.
Furthermore, the expected and perceived career support from different actors (managers, HR representatives,
mentors, colleagues or external consultant) of the career process is measured and the perceived career
opportunities are also evaluated. The most frequently applied tools are special work tasks, project work,
networking opportunities, training opportunities and performance appraisal as a basis for career planning, as
well as mentoring and coaching. The most often used career management solutions are applied mostly by the
most employees; therefore, we can conclude that these are the most popular career interventions. All career
management solutions were rated as useful by the respondents on average. However, the efficiency order set
by respondents is different from the frequency of use. Career management tools that are evaluated most
effective by employees are the following: training opportunities, projects to stimulate learning, networking
opportunities, special tasks and promotion, succession planning. On average, respondents were partially
informed and career prospects partly meet their expectations. Majority of the workers would expect help in
developing their careers, but only few of them actually get support. In conclusion the employers should
consider to apply certain career management tools more often as they do or they should involve in it more
workers. For more effective cooperation, it would be worth to inform better their employees about career
opportunities and give them more career support because they would require it.