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.