Restructuring Career Management in Emerging Economies: HR Themes From the Estonian Civil Service

Christopher J. Rees and Jane Järvalt

Abstract

The importance of career development has long been recognised in both academic and applied organisational settings. Yet the subject remains highly topical, particularly in environments that are characterised by wide-scale organisational and cultural change. The main aim of this paper is to highlight and explore, through the use a case study of the Estonian civil service, some of the key career-related issues that are emerging in transitional economies

The paper provides an overview of the traditional career management policies and practices that were prevalent in countries such as Estonia that were governed under the former communist model. The paper proceeds to present primary empirical research into career management in the Estonian civil service since 1991. Interview data reveal that many of the problems of career management that have traditionally been prevalent in Western countries are now presenting themselves in the Estonian civil service; further, these problems are supplemented by specific issues related to the limitations associated with the transferability of 'modern' Western career management practices to the particular characteristics of the Estonian civil service and the broader issues of transition.

It is concluded that, within certain parameters, Western-based career management policies and practices may be adapted to fit with transitional public services in Estonia and potentially other CEE countries; such policies and practices may provide a positive contribution towards the modernisation of HR practices of organisations in the transition process. Nevertheless, it is concluded that the application of Western-based career practices should be implemented only as one element of a comprehensive HR modernisation programme.

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