Abstract:

According to contemporary career conception career initiative undoubtedly belongs to the individual employee, not to the organization, in case of civil service to - civil servant. Civil service as supporting system, following the best human resource management practices, via its human resources management and career development sub-systems, must also actively participate in the employees’ career development processes. This can only be achieved though help in career planning and coordination of work assignments and learning experiences in the service with the career plans of civil servants, providing real possibilities of development not only in the areas, which are relevant for the civil service system, but also in the areas, which are important for individual civil servant’s career visions and plan. The aim of the empirical research was to explore the relationship between learning and career development attitudes and practices in the Lithuanian civil service. The survey of the Lithuanian civil servants of various ranks was carried out. Analysing the results of the research it was established that learning system was considered more functional at the national than municipal level and among higher ranked civil servants in comparison to lower ranked public servants. The essential shortcomings of public service learning system were related to unequal and sometimes unjust distribution of learning opportunities which could result in worse opportunities implementing individual career plans and lower career satisfaction.

Keywords:

Civil service, career development, learning.