MODEL ORGANIZACIJSKOG UPRAVLJANJA KARIJEROM ZAPOSLENIH/ORGANIZATIONAL CAREER MANAGEMENT MODEL OF EMPLOYEES

Abstract

 There is no doubt in the role, place and meaning that organizations need to play in
managing the career of employees. What is so far under-researched and thus known is with
what content, instruments, and in what organizational form management should manage these
careers. The problem is further emphasized in a transit economy where overall human resource
management, and thus the management of employees' careers, are in the phase of initial
consideration and initial implementation steps. In this paper, the authors attempt to define and
position the content of the BMC model (Business Model Canvas) and the contributions made
by Arthur and Rousseau, and then offer a model of this management. It consists of the following
eight blocks: self-engagement in engagement and scheduling; the internal labor market; human
resources monitoring; career counseling; monitoring and analysis of work; managing employee
satisfaction; development programs; organizational change and restructuring. The brief
indications show the contents of these blocks. With its design features, this model enables
effective management of employees' careers. This creates the basis for better management of
human capital as the most valuable capital of any organization.