MODEL ORGANIZACIJSKOG UPRAVLJANJA KARIJEROM ZAPOSLENIH
ORGANIZATIONAL CAREER MANAGEMENT MODEL OF EMPLOYEES

Summary/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.

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