Each person bears the primary responsibility for their own career. While many workers in the past felt that their employers were responsible for their career progress, the changes in the social contract of work has necessitated that everyone recognize and accept personal responsibility. The career management process presents a number of opportunities for managers and supervisors to become involved. The supervisor can also provide accurate information about career paths and opportunities within an organization and serve as a source of information about an employee’s capabilities and limitations through performance evaluation.

Supervisory involvement and support has been cited as a key component of successful career development programs. The HRD professional’s role in career management is to ensure that the organization has programs and activities that will help the organization and its employees to achieve their goals. They must review employment practices to determine if they meet the career management needs of the organization.