BBA-SEM-3-HRM-Career planning
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Transcript of BBA-SEM-3-HRM-Career planning
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Kunal Upadhyay Kunal Upadhyay
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WhyWhy wewe faceface thisthis confusion ?confusion ?
Each of us has to face this question…
There are lots of sectors available
Sometimes even we don’t know about our interest…
We lack guidance…
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? ? ? ? ? ? ? ? ? ? ? ? What is your aim ?
What do you want to be in your life ?
Which subject you like most ?
Which subject you feel difficult ?
What are the Financial conditions of your parents?
Job opportunities in that course.
Read out career options in various courses.
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What Other think about What Other think about usus
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Meaning of Career
Career include the specific jobs that a person performs, the kinds of responsibilities and activities that comprise those job
An occupation undertaken for a significant period of a person's life and with opportunities for progress.
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Cont..
• Career PlanningCareer Planning– Process whereby an individual
sets career goal and indentifies the means to achieves them
• Career Development Career Development – A formal approaches used by
the firm to ensure that people with proper qualification and experience are available when needed
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Objectives To attract and retain persons in an
organization To utilize human resources optimally To improve morale and motivation
level of employees To reduce employee turnover To practice a balanced ‘promotion
from within’ policy To make employees adaptable to
changes
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Cont...
To maintain harmonious industrial relation
To increase employee’s loyalty commitment to the organization
To inculcate equitable employment practices providing equal career progression opportunities to women and minorities
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Different stages of Career Development
Exploratory stage
Establishment stage Maintenance stage Stage of decline
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Exploratory stage• Ensure the availability of accurate information
about the various occupations existing in the organization to the new employee
• Create opportunities to enable new employees to get information with the organizational careers through job rotation, internship, visit different units, seminars, etc.
• Sponsor educational and training programmes for ensuring supply of potential talent in future.
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Establishment stage
• Identification of the best possible talent for the organization
• Communicating the correct and positive of the organization to the employee
• Maximum learning and favourable attitudes of the employees towards the organization
• Assigning challenging jobs to employees to enable them test their abilities and skills/ Designing of development plan ,identification of development needs, deciding career steps, etc
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Maintenance stage
• Strategies motivate employees, so that they can be productivity utilized even without promotion
• Adequate opportunities for transition from specialist cadres to generalist position at higher levels of the organization
• Help employees to adjust to their changing roles their career shifts from active position to advisory position
• Help employees to prepare for retirement
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Stage of decline
• Manage retirement without destroying the employee’s sense of self-worth
• Invent new creative part-time roles for which can use their knowledge, experience and wisdom
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