Focuses on the managers′ external career patterns; internal career beliefs about career goals, career tactics, career plans, satisfaction and motivation related to careers, and organizational practices which influence the careers of these managers. Also important is the political and economic climate affecting their career decisions beyond 1997. Includes as key findings a perceived lack of formal human resource planning in the companies, except the Government. Also present was the lack of consideration given to career planning among these managers. Suggests that companies in Hong Kong can do more for their managers in facilitating their career development. Managers should in turn be more proactive in managing their career growth.
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