The term “Career Path,” in organizations, always runs the risk of being interpreted as something antiquated, backward, what matters to employees and especially unions, but in practice the companies, no benefits, however, the picture is higher costs of labor, and automated unnecessarily over time. Within the current context, the Career Management should be seen as management plans and individual expectations ahead to plans and organizational demands. That is, the people who make up the workforce of the company, have skills, abilities, interests and expectations of professional and personal development, while the company in order to achieve its objectives and goals, people demand profile, knowledge, specific skills and abilities that allow the feasibility of their plans. Thus, the use and reconciliation of these individual aspects and business can be an important ally for managing and motivating environment conducive to development, based on common interests.
It is important to clarify that this vision of career management, beyond the interests and expectations of both sides, we are addressing the responsibilities of both sides, in other words, professionals should plan their professional development, goal setting and career goals, and seek preparation required to achieve these targets, while the company, for its part, will seek to identify the characteristics of professionals needed to achieve the expected results, considering aspects of psychological profile, skills and other prerequisites; evaluate within their frames personnel, those who attend adequately to these profiles plotted; monitor and evaluate the results achieved by their professionals, giving feedback, and within his interests, favoring the development and professional training; prioritize internal recruitment planning and implement actions and targeting the potential of its workforce, in view of the business plans of medium and long term
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