Human Capital and Career Success of Structural Engineers towards Designing a Career Planning Model Tomas Ucol Ganiron Jr Qassim University, KSA Abstract. Structural Engineers are a significant presence in today’s workforce; however, few rise to the top management ranks. Therefore, there is a critical need to better understand the predictors that facilitate their career success. This study examined several variables that may contribute to structural engineers extrinsic (salary and promotions) and intrinsic (career satisfaction) success. Predictive variables include human capital (level of educational attainment and CE licensure examination rating). The aims of this study are the following: First, identify the status of structural engineers in terms of human capital. Secondly, determine the level of career success of structural engineer in terms of compensation fringe benefits and career satisfaction. Third, identify the factors predict extrinsic and intrinsic and Fourth, designed a career planning model which serves as a guide for young structural engineers to be successful that will help them to manage their career in the near future. This study used the descriptive method of research with questionnaires as the main data-gathering instrument. Statistical tests of Regression Analysis, percentage and weighted mean values were used to enable researcher give appropriate responses to the statement of the problem. Some interesting insights of the study are: The profile of structural engineers in terms of human capital contributes in the success of structural engineer. The level of educational attainment and Civil engineering examination rating were found to have highly contributed to career satisfaction of structural engineers. Further, the level of educational attainment can best predict extrinsic success in terms of promotion. Through the data results, two predictors will highly contribute to career success of structural engineers. These predictors such as level of educational attainment and CE licensure examination were chosen as integral factors to be indicators in the career planning model. Keywords: civil engineering licensure examination, promotion, educational attainment, career satisfaction, career success, structural engineer, extrinsic success, intrinsic success, management. 1. Introduction Career success has long been a construct of considerable interest to career scholars and practitioners not to mention the multitude of individuals engaged in a career. The career literature is replete with theories, models and accounts of career intervention programs aimed at predicting and ultimately facilitating career success. It is also an important outcome in many areas of career scholarship, such as those pertaining to career exploration and decision making. In addition, a multitude of studies have investigated how variables such as demographic variables, educational attainment and cognitive skills are empirically related to subsequent career success. By contrast, curiosity little scholarly attention has been devoted to analyze the extrinsic and intrinsic career success of structural engineers. This research is important, for it will inform the facilitation of pathways and through employment within educational institutions, work places and communities, as well as at the socio-political and policy level. Bosionoles (2004) defined career success as the extrinsic and intrinsic outcomes or achievements individuals have accumulated from their work experiences. + Tel.: +966502968051 E-mail address: tomas@qec.edu.sa 1 2012 2nd International Conference on Industrial Technology and Management (ICITM 2012) IPCSIT vol. 49 (2012) © (2012) IACSIT Press, Singapore DOI: 10.7763/IPCSIT.2012.V49.1