All employees are influenced by career management actions at each step of their career. The responsibility for career planning rests with the individual, whereas the responsibility for career development support should be the employer's: career management is a shared decision. Career planning training helps employees to analyze their interests and goals, consider options, and make job-related decisions. Career planning is the individual's counterpart to an employer's human resource planning; work satisfaction, career information and training services, and career guidance are important parts of both. Many issues employees raise concerning their careers are experienced by everyone at some stage of work life: goal setting; career frustration; career change considerations; taking stock; taking control; managing oneself; improving career prospects; getting noticed; seeking promotion; networking; mentor value; career ladders; competition at work; office politics; corporate culture; promotion failure; counseling need; and employers' career assistance. The employers' role in career support training can take many forms: career development support techniques; workshops; life planning support; publications; career information resources; helping subordinates; coping with career plateaus; hiring older workers; affirmative action; and realistic expectations. The key to a successful process is in the depth of management attention to career development education needs. (NLA)