The aim of the study is to prove that individuals still need the help of their employer to develop their career. Therefore, the paper investigates what kind of career support the employees expect from their employers and compare them to what they actually receive from the organization. The focus is on the career development tools applied by the organizations. Using quantitative research methods via an online survey of 1000 Hungarian employees, this study explores the extent of career development technic usage. It explores the solutions which are preferred by the individuals and also demonstrates the tools used by the organizations. Furthermore, the expected and perceived career support from different actors (managers, HR representatives, mentors, colleagues or external consultant) of the career process is measured and the perceived career opportunities are also evaluated. The most frequently applied tools are special work tasks, project work, networking opportunities, training opportunities and performance appraisal as a basis for career planning, as well as mentoring and coaching. The most often used career management solutions are applied mostly by the most employees; therefore, we can conclude that these are the most popular career interventions. All career management solutions were rated as useful by the respondents on average. However, the efficiency order set by respondents is different from the frequency of use. Career management tools that are evaluated most effective by employees are the following: training opportunities, projects to stimulate learning, networking opportunities, special tasks and promotion, succession planning. On average, respondents were partially informed and career prospects partly meet their expectations. Majority of the workers would expect help in developing their careers, but only few of them actually get support. In conclusion the employers should consider to apply certain career management tools more often as they do or they should involve in it more workers. For more effective cooperation, it would be worth to inform better their employees about career opportunities and give them more career support because they would require it.

中文翻译：

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匈牙利的组织职业发展与员工的职业需求

该研究的目的是证明个人仍然需要雇主的帮助来发展自己的职业。因此，本文调查了员工期望从雇主那里获得什么样的职业支持，并将其与他们从组织实际获得的支持进行比较。重点是组织所采用的职业发展工具。通过对1000名匈牙利雇员的在线调查，使用定量研究方法，本研究探讨了职业发展技术使用的程度。它探索了个人偏爱的解决方案，并演示了组织所使用的工具。此外，不同参与者（经理，人力资源代表，导师，衡量职业生涯过程的同事或外部顾问），并评估所感知的职业机会。最常用的工具是特殊工作任务，项目工作，网络机会，培训机会和绩效评估，这些都是职业规划以及指导和指导的基础。最常用的职业管理解决方案主要由最多的员工采用。因此，我们可以得出结论，这些是最受欢迎的职业干预措施。平均而言，所有职业管理解决方案都被受访者评为有用。但是，受访者设定的效率顺序与使用频率不同。员工认为最有效的职业管理工具如下：培训机会，刺激学习的项目，建立联系的机会，特殊任务和晋升，继任计划。平均而言，被调查者部分了解情况，职业前景部分符合他们的期望。多数工人期望在职业发展方面获得帮助，但实际上只有少数人得到支持。总之，雇主应该考虑像他们那样经常使用某些职业管理工具，或者应该让更多的工人参与其中。为了更有效地合作，有必要更好地向员工介绍职业机会，并为他们提供更多的职业支持，因为他们会对此有所需求。总之，雇主应该考虑像他们那样经常使用某些职业管理工具，或者应该让更多的工人参与其中。为了更有效地进行合作，有必要更好地向员工介绍职业机会，并为他们提供更多的职业支持，因为他们会对此有所需求。总之，雇主应该考虑像他们那样经常使用某些职业管理工具，或者应该让更多的工人参与其中。为了更有效地合作，有必要更好地向员工介绍职业机会，并为他们提供更多的职业支持，因为他们会对此有所需求。