Impact of Career Management on the Motivation of Public Sector Employees in Benin: Cases of the Directorate of Research and Quality (DEQ)

A company is above all a social unit whose goal is to group people, coordinate activities and establish the necessary organizational relationships in order to steer all efforts in the same direction. Thus, in an organization, there are various resources that contribute to its optimal functioning. Of all the resources, the human factor is an important element in achieving the goals set by the organization. With this in mind, a HRM policy is being implemented that covers several aspects including payroll management, personnel administration, career management, recruitment, training, conflict management, social consultation [1]. The motivation of employees is a determining factor in increasing the productivity of staff, and when investing in an organization, the employee hopes to be able to make a career there. The career progression opportunities available to him can also be decisive. This article aims to show the impact of career management on worker motivation, based on the case of employees of the Directorate of Research and Quality (DEQ). The general assumption is that the motivation of workers is partly related to the way careers are managed in this organization. The methodological approach boils down to documentation and semi-directive individual interviews with DEQ employees, who are chosen accidentally. The results show that the needs faced by executives are to make the business productive, competitive, and to generate profits. Thus, career management appears to be an asset for the DEQ, as an essential factor in maximizing its profits. The career profile is more known and readable, the more motivated the worker is and invests in his work.