Presentation of Career path pattern in a Military organization

Today, the advancement and development of organizations in competition and survival requires human capital. One of the tools involved in maintaining this capital is a career path. The career path represents a series of posts in the job or organization, based on the peculiarities, individual competencies and values, and changes in the workplace. This way helps the organization and staff in the career development. The aid of this paper is to design a human capital career path in a military organization and strives to describe dimensions, dimensional priorities, and the contribution of each in a career path. The research method is descriptive-developmental. The statistical population of the employed and the sample includes 141 people who have been selected purposefully according to the Cochran formula. A questionnaire was validity (0.917) and reliability (0.984) consisting of 55 items. The results of the research reveal seven dimensions: assessment, job analysis, education, career change, support, career perspectives and guidance. In the meanwhile, job analysis has the most direct effect and job profiles have the least impact on the job path. On the other hand, the most evaluation and guidance guidance has the least indirect impact on the job path. Keywords: human capital, career path