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This paper examines the role of social connections on the career trajectory of Pakistani employees in local organisations. Scholarship (Syed,2016; Saher & Mayrhofer, 2014; Mangi et al., 2012; Saher, 2010;Chatterjee, 2007; Khilji, 2003; Budhwar, 2001; Lyon, 2000; Sparrow & Budhwar, 1997; Mendonca & Kanungo,1994) has already highlighted the significant impact of social connections on the professional growth of individuals in India and Pakistan. However, in response to the calls for contextualising HRM practices and research, this paper is developing a culturally specific framework to reveal pervasive practices of career progression in Pakistan. Qualitative research has been conducted to get in-depth data on the issue at hand. This paper will extend a rare insider's view and future research directions.

Managing career development across various industries constantly changes to address varying employees' needs and it became more difficult with the career disruptions caused by the demands to deal with the environmental conditions, globalization, and output expectations. To keep up with these challenges, this study aims to propose a strategic career development model that will address the need to come up with a framework that will guide human resource management practitioners in identifying appropriate activities that will cater to the interest of employees.

An assessment scale of career concepts found to be reliably related with vocational sophistication is developed. With the renewed emphasis in CETA programs for youth‐employment counseling efforts, the relative prevocational maturity of those seeking our services can be an element in deriving baseline data from which the efficacy of vocational counseling services can be judged.