Career Management and Development: A Case of Civil Service of Pakistan

Abstract

As to who is responsible for managing and developing the employee career has invited unending debate among the HRM writers and practitioners some authors practically with traditional career beliefs emphasize is as organizational domain (organizational perspective) whereas the proponents of the contemporary version of the career are in the favor of the idea that it should be responsibility of the individual (individual perspective). This paper explores the concept of the career in the bureaucracy of Pakistan, how it is managed and developed and what type of the hurdles it is subjected to. These factors are examined in the backdrop of the cultural constraints and the traditional bureaucratic idiosyncrasies.