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Employee Career Development Practices in Consultancy Firms - How do they Affect Newly Hired Employees’ Future Views in the Company?

Kokkersvold, Jenny Haugetun; Øksnes, Ruth Solveig Riskild
Master thesis
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URI
http://hdl.handle.net/11250/2580095
Date
2018
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  • Master of Science [1116]
Abstract
The purpose of the study is to examine and gain insights into how consultancy firms can

retain valuable human resources by implementing favourable career development practices

for their newly hired employees. This study aims to answer the following research question:

How do the career practices within consultancy firms affect the newly hired employees’

future views in the company? This question is of importance to consultancy firms today as

their newly hired employees care more about their personal desires and career development,

than monetary rewards. The new organisational career includes a more horizontal career

path, and the companies need to acknowledge that when designing their career development

practices to retain employees. To answer the research question we did a case study of newly

hired consultants working in various consultancy firms located in Norway. The empirical

data were obtained by conducting semi-structured, in-depth interviews. The results show

several ways of how consultancy firm’s career practices affect newly hired employees’ future

views in the company. Lateral career paths, well-defined career practices, perceived personal

HR-investment and support accompanied by autonomy, entrepreneurial creativity, and worklife

balance were highlighted by the respondents. All respondents identified with a

boundaryless, self-directed protean career. We found that the perceived quality of career

practices and models depended on the size of the enterprise. Future research should explore

the factors affecting newcomers’ commitment in consultancy firms, but expand the

population beyond a small qualitative sample to generalize the findings. The thesis highlights

some practical implications concerning the importance of horizontal advancement, mapping

out employee's career orientations, and providing sufficient time, resources, and support. This

study has expanded the scope of existing research related to career development to apply to

the millennials generation and their new viewpoints on modern career development. Given

the qualitative research design of the study, it supplements previous quantitative research

with individual’s perceptions, experiences and attitudes. The research makes a contribution to

consultancy firms as to how design their career development practices to meet the current

developmental needs and interests of employees entering their firm.
Description
Masteroppgave(MSc) in Master of Science in Business, Leadership and Change - Handelshøyskolen BI, 2018
Publisher
Handelshøyskolen BI

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