commitments, as the organization still needs a mature advice from a source whose
reliability has been proven over a period of time. This means though the individual retire
from regular work, but continues to contribute to the organization. If part of the post
retirement strategy should be developed jointly by the organization and the individual,
then both can reap the benefits of the professional expertise of the individuals, and this
can last for some time even after retirement.
Scott Gillie and Meegan Gillie (2003) has debated upon the need of career
management through out the life of the individuals as-
“The Career planning process was once thought to be completed during
youth or young adulthood. With a changing nature of employment and
higher expectations of individuals for quality in their relationship with
work, a need has emerged for career development processes to take place
throughout one’s life.” (pg. 3)With respect to career planning Gillie & Gillie have highlighted the importance of
the role of Career Guidance Professionals as:
“Career guidance professionals may facilitate the career development process, or
individuals may engage in the process on their own. Not all people will engage in
all steps, and the sequence may vary; but however obtained, informed and
considered career decisions represent a match of person and work in which the
individual’s skills, interests, values, beliefs, and purposes fit, align with, inform,
and contribute to work and work contributes to the individuals well-being and life
goals” (2003; p. 2).2.11.2. Career Management Model.....................
The Career Management Model by J.H Greenhaus, G.H Callanan and Veronina M.
Godshlik as presented highlights a sequence of activities that helps in career management
(2000; p.24). The model has been laid out in an environment that to a greater extent is