Interacti on of an organization and an employee in career management : case of Šiauliai University

ment are increasing, new career opportunities are arising for a constantly improving and learning employee; on the other hand, vertical career opportunities are decreasing, the conception of loyalty to organization is changing, employees’ movement in an organization becomes hardly predictable among qualified human resources. This sets out new requirements for organizations in career management. In an organization, career management allows combining organizational and individual actions, satisfying an employee’s career interests and enables an organization to be provided with necessary personnel. When an employee knows his perspectives in an organization, he/she works more efficiently, unfolds his/ her abilities and experience in seeking organization’s goals. Every organization that wishes to retain skilled and competent employees has to organize a systematic career management based on satisfaction of employees’ career interests. Although in recent years quite a great number of works analyzing the theme of career appeared, there is an increasing lack of empirical researches into career management in organizations. In addition, the majority of authors analyze the stages of career realization in an organization; however, they do not pay sufficient attention neither to find out the responsibility of an organization and an individual in career management, nor to the satisfaction of employees’ career interests. Therefore career management in an organization is a relevant problem on purpose to align the goals of an organization and an individual. The aim of this article is to reveal the interaction of an organization and an employee in career management on purpose to align the goals of an organization and an individual. The subject of this research is the interaction of an organization and an employee in career management of Siauliai University services and departments. Research objectives: 1. To reveal the features of modern career management in organizations. 2. To find out the significan ce of career management in modern organizations. Abstract The first part of the article includes the review of career management conception and career management in the strategy of human resources management and common strategy of organization, an overview of organizational and personal career management in the organization. In the other part of the article, an interview was carried out in order to find out the responsibility scale of the worker and the organization in the career management in the departments and services of Siauliai University and to detect whether the University fulfils the workers’ career expectations. It helped to clear out the dominant opinion that career perspectives of staff of Siauliai University administrative divisions mostly depend on their initiative and activity in planning and realizing their career in organization, but also unclosed insufficiently used organizational tools (information on vacant workplaces, activity assessment procedures, career plans), which could help a worker to understand, measure his or her possibilities and combine them with the needs of organization.