Background The issue of career has been subject to various studies in the recent past. As defined by the oxford dictionary, it is a person’s “ course or progress through life (or a distinct portion of life) “. (AA, 2008) However, different people have defined it in various ways. Hughes (1937) defines it as “ the moving perspective in which persons orient themselves with reference to the social order and of the typical sequences and concatenation of office ”. (Halpin, 1994) On the other hand, a more contemporary description of career would be that of a course of growth of an employee down a path of experience and employment in one or more firms. From one point of view, careers may be perceived as the “property” of each individual, but alternatively, for an employed individual, it is designed and administered by the firm they are employed in. Formerly, career was identified as one of the major liabilities of a person. Career was regarded as a developing progression of an individual’s work experience in due course of time. Subsequently, the centre of attention on career advancement transferred from being the individual’s liability to the organization’s responsibility. Nevertheless, by the end of the 20 th century, people had to look after their own careers yet again. (Cordesman, 2008) Pre- planning occupies an extremely significant position in every facet of life. Planning for career, an objective an individual wants to accomplish in times ahead after obtaining a certain level of qualification has become imperative in this current competitive scenario. In line with the Thorndike dictionary “A goal that you desire to achieve in a selected field or occupation with a well-thought out plan, to get you there is called Career Planning.” Career Planning is one of the more panoptic features of erudition. In some sense, it has a remote association with ambition. In that context, it supplies the means to achieve success. (Shahid, 2002) To respond to the fiercely stiff competition in the markets organizations come up with innovations which give them a cutting edge. One of those strategies relate to the development of the employees’ career. The firms increasingly direct their effort to continue the growth of its employees to ascertain a fruitful workforce. This offers a dual advantage in terms of augmenting the organization’s competence to achieve its objectives by enhancing the capacity of employees and retaining them as well as attracting potential productive employees to achieve worthwhile careers with the firm. Proper training and development plans are developed in order to ensure the success of the organization. (Bozionelos, 2009) In case of individuals, their own perspective about their career is of vital significance. It is true that careers are being made as an effort by organizations. However, achieving a level of competence can help an employee to choose his own career development path. Further, each employee should be aware of one’s own strong and weak points, desires and requirements, and should be capable of recognizing relevant opportunities and making career-related judgments to ensure his path to triumph. (Cordesman, 2008) Research aims The Kingdom of Saudi Arabia is essen