When organizations integrate their career development and human resources planning activities into a comprehensive whole, it is the exception rather than the rule. One reason for the frequent dichotomy between career development and human resource planning is the failure to recognize that they are complements rather than synonyms or substitutes. Both are subelements of a broader human resources management system. They may use some of the same tools and techniques, although they are designed to fulfill different objectives. Human resource planning is intended to identify and provide ways to fulfill the organization's aggregate employment needs. Career development focuses on the development of individual employees and the match between individual career interests and needs with specific institutional career opportunities. Their integration can occur in two ways. First, employee career plans can provide input in forecasting anticipated internal supply. Second, the personnel action plans are an input to the career management process where they should be integrated with employee goals in establishing specific individual/organizational career activities. (Some integration approaches are listed.) (YLB)