The saga ot HR career Soon after completing an HR programme in one of the prestejoin unirarsities in 201s. Efua sained employment as an HA manager at Trust Bank Ltd. Establiched in 2006. Trust Bank:limited has over the vears recorded significant increase in output lovels until the vear 2000. As a planned, logical and goal oriented entify, the oreanitation assesses her level of effectiveness based on the ability to use human resources to excel at one or more output goals. Feedback from the assessment indicated that top management needed to put in place a lifelong process for employees beconing aware of, erploring and experiencing factors that influence various aspects of their life At a management meeting. it was decided that Efua, the HR-manager, begins the process of gathering information on emplovee's knowledge, skits and attitudes discovered to enabie planning for both employment and personal management of life. The feedback given to management confirm that there is a gap between knowledge, skitls and abilities: and the world of work and that the organization indeed have problems that should be addressed as a collaborative effort between the employees and the organization. Interestingly, the finance Director thinks otherwise with the view that, individuals must plan their career choices; besides the employees have already been prepared for the world of work with the goal to obtain a meaningful work. Efua then retorted: preparing for work is: an ongoing process of planning and directed action towards personal work and life goals development, means, browth, continuous acquisition and application of one's skills. This has resulted in a conflict between the HR Manager and the Finance Maxager. Almost 60% of Efua's colleagues are in similar circumstances and have equally had such conflicts with their chosen career paths. At the centre of this imbalance is dissatisfaction and low productivity which stares at both the organization and the employees. Questions 1. What concept is underlying the case study? ( 2 marks) 2. Discuss six (6) reasons for the importance of the identifiec concept to the organization. (12 marks) 3. Explain four (4) challenges to the implementation of the concept as proposed by the finance director. ( 8 marks)