Abstract
The "career" notion appeared in the 60s, referring to a professional evolution through one organization. In effect, in a favorable economical context, employees did not want only money as remuneration: they looked at the future with goals to achieve thanks to meritocracy. Therefore, the science of human resources looked deeper into the career management of employees, taking into account the company's needs and the wishes and the potential of the workforce simultaneously.
How did they achieve this? By creating evaluation system that can detect potential and then applying a customized management of career. We an name this career vision as 'traditional '. However, because of the changes in today's societies, this vision is confronted with issues. As Hall affirms in his book "The Career Is Dead-Long Live the Career", each job experience can be considered as a career. Then, we can wonder whether the 'traditional' career is still relevant, as sociologists and economists argue around the notion of career. Therefore, this question is: can we manage careers as it was done before?
