HRD Career Planning
Transcript of HRD Career Planning
CAREER PLANNING
Presented byPresented by
Anuja Anuja
(2009-2011)(2009-2011)
What is Career ??• Job V/S Career
– Job – “What Can I do now to make money ?”
– Career- Chosen profession of your life. Requires willingness to get the training needed to build your skills for the future.
• A career is the work a person does. It is the sequence of positions held by a person during the course of his/her lifetime.
Career Planning what’s that ? ?
“A process to gain insight into what a person is, where he is and where he wants to go in his career.”
Deeper Insight…• It is the life- long process a person goes
through to learn about himself such as– Purpose– Personality– Interests– Skills– Talents
• Identifies what is important, what career path to opt & skill building to improve
• Make a career choice while developing & coping social skills
Characteristics • It is an ongoing process.• Defines life career, abilities, and interests of
employees• Describes various roles an individual may have as a
part of his life career & organisation• Helps develop skills required to fulfill career roles
in/out side organisation• Charts out occupational/professional directions as
they relate to goals.
Importance• People leave an organisation due to lack of
career growth• Helps in identifying handicaps & the blind
spots to overcome • Retention & development of high potential
employees• Critical human resource strategy • Builds internal staff capabilities (bench strength) for
the emerging organizational demands• Facilitates developmental moves across the
organisation
Contd..• High-level vision and goals of
company are clearly made known to employees
• Growth of an organisation is intrinsically linked with the growth of an individual
• Matching organization vision & employees aspirations is must
The top management view it as a
tool for succession planning
The manager
sees career planning
as a retention And
motivational tool
A typical Employee
views a career planning
Programme as a path to
upward mobility
Win-Win situation for all
Career Planning Techniques
• Personal Development Planning
• Training & management development
• Mentoring
• Career Counseling
Personal development planning
• Carried out by individuals with guidance, encouragement from supervisor/HRM
• Sets out the action proposed by individuals• BUT receive support from organisation• Purpose is to provide “Self organized learning
framework”
Stages in PDP
Analyze situation
Set Goals`Prepare
action Plan
Management Development
• Development on the job through coaching, counseling, monitoring and feedback by managers on a continuous basis
• Development through work experience, which includes job rotation, job enlargement,
• Formal training by means of internal or external courses
Mentoring
• Process of using specially selected and trained individuals to provide guidance and advice which will help to develop the careers
• coaching in specific skills
• helping people to help themselves
• parental figure with whom the trainee can discuss their aspirations
Career Counseling
• Counseling Sessions between individual & manager
• Give opportunities to discuss aspirations & concerns
• Managers get the chance to comment on them helpfully
Whose responsible for planning ones career??
Individual Organization
Individual Career Planning
Organizational Career Planning
Your career is not a matter of chance- it is a matter of choice.
It is not to be waited for, but to be achieved.
Individual Career PlanningCareer Planning is now the primary
responsibility of individuals.
Individual Career Planning Process
Self-Assessment
Explore Information
Explore Opportunities
Make Decision
Action Plan
Audit Results
Individual Career Planning Process
Self-Assessment
Step 1: Self- AssessmentProcess of gathering information about self in order to make an informed career decision
What are my motivating skills, interests & values?
What new learning do I want?
What work-life role do I want?
Which work environment am I most suited to?
Explore Information
Step 2: Explore InformationProcess of assessing the data gathered about self and exploring it with an open perspective
How do I consolidate my self-assessment information?
How do I use self-assessment data to develop options?
Are these options compatible with my lifestyle?
Do I have any barriers/constraints at this point?
Individual Career Planning Process
Explore OpportunitiesStep 3: Explore OpportunitiesGathering career information which includes- employment outlook, salary, education, training & job duties
What work-life options are available to me?
Who can I ask for guidance?
How can I check my work-life options?
Individual Career Planning Process
Make DecisionStep 4: Make DecisionProcess of decision-making for future career option
Has the technique been adopted by me for deciding on my career option a valid one?
Who will listen to me and assist me with my decision making ?
Individual Career Planning Process
Action PlanStep 5: Action PlanDevelop the steps needed to take in order to reach your goals
Have I planned what I need to do now and later?
What support is available to me to assist me in making it happen?
How do I market myself?
What should I put in my resume?
Do my interviewing and negotiating skills need improving?
Individual Career Planning Process
Audit ResultsStep 6: Audit ResultsBy working through the earlier steps develop a better understanding of ones career situation and audit the results
Have my expectations been met?
Are the results beneficial to me?
What can I do to retain the benefits
What have I learnt from the transition process?
Individual Career Planning Process
Organizational Career PlanningProcess of planning one’s work life and involves evaluating abilities and interests, considering alternative career opportunities, establishing career goals, and planning practical development activities.
“Organizations have their own vision and individuals their own aspirations. Alignment both create a win-win situation and the lack of such alignment can create movement in haphazard directions leading to loss of productivity, morale, etc.”
Types Of Career Programmes
Career Pathing
Career Counseling
Human Resources Planning
Career Information System
Management Faculty Development Programme
Training
Special Programmes
Organizational Career Planning
Corporate and HR Responsibility• Organization is also responsible to support or to
proactively carve employees career progression • should keep a track on the performance and progress of
all the professionals • Provide information of existing & future opportunities
and growth avenues• It’s an important function but its one of the most
neglected too• HR department should chalk out well structured system
for career planning
Recommendation For The Employer:
• Provide employer with the tools & opportunities to enhance their skills.
• Create an environment for continuous learning by supporting & rewarding employee development & learning.
• Provide opportunities for self-assessment.
• Provide opportunities for additional training, including orientation & training.
• Have managers trained as coaches & mentors to assist employees.
Organizational Career Planning
Recommendation For The Employer:
• Use reward systems that support the organization's career development strategy.
• Make sure the career programmes are integrated with other human resource programmes.
Organizational Career Planning
Advantages Of Career Planning
For Individuals: Knowledge Of Various Career
Opportunities, his Priorities Etc.
Internal Promotion ,Up gradation And Transfers
Improves Employee Performance
For Organizations: Availability Of Human Resources
It Ensures That The People Belonging To Backward Communities Get Equal Opportunities For Growth And Development.
Enhances Cultural Diversity
Promote Organizational Goodwill
Advantages Of Career Planning
Results Of Career Planning
More realistic approach of what is expected of them
Supervisory roles in career counseling are clarified
Personal career planning ability is increased
Human Resource Systems are effectively utilized.
ConclusionThank You….