Employees and organizations must do a good job according to the specific requirements of career management. From the employee's point of view, personal career planning must be decided by individuals, and should be designed in combination with their own personality, interests and specialties.

When an organization carries out career management, the main factors to be considered are the overall goal of the organization and the overall career development of all members of the organization. Its purpose is to give full play to the collective potential and efficiency of the members of the organization through the career management of all employees, and finally achieve the goal of organizational development.

Further elaborate the occupational dimension model; Shane used a conical three-dimensional organizational system model to express these three movements and their relationships. In this model, the vertical axis represents hierarchy and the circumferential direction represents function.

For an individual career, every step on the road of career development is bound to have gains and losses, which may lead to contradictory psychology and even painful choices.

For example, when a professional technician is promoted to a supervisor position in another professional department, he/she has to give up the technical specialty he/she is familiar with and likes, and lose his/her inherent rewards such as ability and achievement, but he/she can get back other rewards such as status, treatment and influence as compensation.