Organisational Development is more and more often used in modern organisations. Its assumption is to increase effectiveness of a given company’s functioning by managing a career of the employed people. A main assumption of this theory is to persuade employees that a personal development is needed as this factor has an impact on measurable results in the form of objective work results as well as on life quality, organisational atmosphere and general satisfaction.

    A career can be understood as obtaining a high professional position (objective character) preceded by a sequence of professional roles played by a person in different life stages. A path of professional development consists of a process of planning a career and managing its successive stages. Planning concentrates on employees’ development according to an organisation’s needs and their preferences. Managing the stages is an attempt to satisfy future needs of an organisation.

    The process of planning a career constitutes a key process of managing a career based on changing collected information in a programme and professional development path. The collected information mainly comprises:

• assessing an organisation’s needs,
• assessing employees’ needs – employees who have an opportunity to satisfy their ambitions and needs of self-fulfillment can develop, change and search for new directions of development, which gives them greater motivation to work,
• career dynamics in an organisation,
• assessing the results, potential and plans of managerial staff (who can take up a vacant position now or in future).

• programmes of individual career development,
• general assumptions related to the development of managerial staff are created.