Effective HR management in the agribusiness industry can succeed in many ways. Our paper focuses to career success in the agribusiness, respectively to one of the most important human resource management tools. Applying decision-making methods using best practices in IT is cost-effective in more areas. Processing and sorting quantitative data was done using programs Statistica 10, Excel 2010. Furthermore, concerning the statistical hypothesis testing there were used modules Analysis of variance and t-test. Last but not least, there were used decision-making algorithms and corresponding software tools in support of identifying the types of suitable models of career decision-making processes. The first part of this article concentrates on the theoretical background. The second part evaluates the results of a quantitative survey carried out for this research. The research was conducted on a representative sample of agro-business companies, which were categorized according to EU recommendations. Representativeness of respondents’ selection was achieved by the randomization of the responder sample. This sample contained information from 226 employees of the agro-business sector. The main aim of the paper is to evaluate the correlation between organization size and employee career success. A further aim is to identify the factors involved in career success. The outcomes of the questionnaire data were analyzed using descriptive and multidimensional statistical tools, based on Statistica 10 and Excel 2010 programs, supported by analysis of scatter variance and t-test for testing hypotheses. The results confirm three factors for career success: the first is a subjective criterion, namely career satisfaction. The others are objective factors – the occupational status, and income change. With reference to these three factors it was confirmed that the size of a company has an impact on career success. It was shown that, overall, employees are happy to work with their co-workers and that they are interested in their job. They were least satisfied with the leadership. Purposeful combination of functionalities of IT tools with standard procedures questionnaire survey we came to the logical sequences of strategies for career decisions during the design a survey questionnaire and also in the synthesis of knowledge to the final variant. The results further confirm that as the size of an organization increase, the number of employees who achieve a higher salary also increases. Thus, it is recommended that large organizations should utilize extrinsic career success factors, which are related to formal career programs and career plans. The next part of the research after the factor analysis (which provided us basic understanding of the significant factors to career success), was to perform more advanced methods such as Simplex Lattice Design (SLD) by adding two information technology factors (C - IT competence, D – Rate of IT utilization) to the current design.