Against the growing difficulty in recruiting external talent, many organizations see career development

as a central management tool to retain talent and develop reserves for key positions. Some organizations

point to career development as the most important course of action in this regard. But only few have

been successful in building a program that will optimally answer both the needs of the organization

and the needs of employees. In this article we will present the most updated data in the field, and we

will describe the required steps to build a successful career development program.

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