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Career Planning andDevelopment
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CAREER PLANNING
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Concept of Career: A career can be defined as a sequence of positions, roles or jobs
held by one person over a relatively long time span. A career is not confined to one organization.
Career Path: It is the sequential pattern of jobs that form a career.
Career Goals:
It refers to the future positions that an individual strives to achieveas part of a career.
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Car r lanning: It is t r c ss by w ic an indi idual s l cts car rgoals
and t ans toac i t s goals.
Indi idual Car r lanning: It is t r oc ss by w ic ac loy rsonally lans
car rgoals.
OrganizationCar r oals: It is t r oc ss by w ic t organization lans car rgoals
for its loy s.
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Career Management:
It is the process of designing and implementing goals, plans andstrategies that enable HR professionals and managers to satisfy the
workforce needs.
Career Development Programs:
It helps in the achievement of career objectives.
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Career Stages:
Career can be analyzed based on career stages. There are five career
stages through which most of us have gone through or will go
through. These stages include:
i. Exploration
ii. Establishmentiii. Mid career
iv. Late career
v. Decline
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Career jectives and the Career Path:
The career path of an employee takes many twists and turns toachieve the intermediate and final career objectives.
Some of them are promotions and transfers.
Promotion refers to the reassignment of an employee to a higher
level job.
A transfer refers to horizontal movement from one job to another, atthe same organizational hierarchy level.
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Types of Promotion:
Promotion
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Types ofTransfer:
Transfer
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Need for Career Planning:
Career Planning is necessary due to the following reasons: To attract competent persons and to retain them in the organization.
To provide suitable promotional opportunities.
To enable the employees to develop and make them ready to meet
the future challenges.
To increase the utilization of managerial reserves within anorganization.
To correct employee placement.
To reduce employee dissatisfaction and turnover.
To improve motivation and morale.
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Process of Career Planning:
Steps inC
areer Planning includes:a) Analysis of individual skills, knowledge, abilities, aptitudes, etc.
b) Analysis of career opportunities both within and outside the
organization.
c) Analysis of career demands on the incumbent in terms of skills,
knowledge, abilities, aptitude, etc. and in terms of qualifications,experience and training received, etc.
d) Relating specific jobs to different career opportunities.
e) Establishing realistic goals both short term and long term.
f) Formulating career strategy covering areas of change and
adjustment.g) Preparing and implementing action plan including acquiring
resources for achieving goals.
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Succ ssion lanning:
Succ ssion lanning inanorganization l s identify s ecificindi iduals to fill future acancies in key ositions.
It gi es anoverview of t e resent incumbents and t e
ros ective replacements.
ffective successionplanning incorporates:
Continuity ongTerm erspective
Organizational needperspective
Turnovermanagement
mphasis on results
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ELEMENTS F CAREER DEVEL PMENT
PR GRAMS
rganizations formulate organizational strategies and plans as
ell as HR strategies and plans. rganizations have to
integrate career development ith HR plans and activities in
order to derive synergies.
1. GOAL MATCHMatch individual needs and organizational needs
Encourage employee o nership of career
Create a supportive context
Communicate direction of company Esta lish mutual goal setting and planning
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2. IDENTIFY CAREER OPPORTUNITIES AND
REQUIREMENTS
Identif y future competency needs
Esta lish jo progression/career paths
Balance promotions, transfers, exits, etc.
Esta lish dual career paths
3. GAUGE EMPLOYEE POTENTIAL
Measure competencies/appraisals
Establish talent inventories
Establish succession plans Use assessment centers
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4. INSTITUTE CAREER DEVELOPMENT
INITIATIVES
Provide workbooks and workshops
Provide career counselling
Provide career self management training
Provide developmental feedback
Provide mentoring
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Steps in Career Development System:
Career Development programs are not of recent idea. There are four steps in esta lishing a career development
system. They are:
i. Needs: Defining the present system
ii. Vision: Determining ne directions and possi ilities
iii. Action Plan: Deciding on practical first steps
iv. Results: Maintaining the change
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Career Development Actions
Job Performance
Exposure
Resignations
Change the Job
Career Guidance
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Career Development and Diversity
Management
Career development for diversified group of employees assume greater
significance in view of increase in diversity of employees at
workplace.
Career Development for Women Glass Ceiling Audits
Allowing Family Responsibilities
Career Development for Minorities
Dual CareerCouples
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Advantages of Career Planning and
Development
For Individuals: The process of career planning helps the individual to have the knowledge of
various career opportunities, his priorities, etc.
This knowledge helps him select the career which is suitable to his life styles,
preferences, family environment, scope for self development, etc.
It helps in organization identify internal employees who can be promoted.
Internal promotions, upgradation and transfers motivate the employees, boost up
their morale also result in increased job satisfaction.
Increased job satisfaction enhances employee commitment and creates a sense of
belongingness and loyalty to the organization.
Employee will await his turn of promotion rather than changing to another
organization. This lowers employee turnover. It improves employees performance on the job by taping their potential abilities
and further employee growth.
It satisfied employee esteem needs.
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For Organizations:A long term focus of career planning and development will increase the
effectiveness of human resource management. More specifically, the advantages of
career planning and development for an organization include:
Efficient career planning and development ensures the availability of human
resources with required skill, knowledge and talent.
The efficient policies and practices improve the organizations ability to attract
and retain highly skilled and talent employees.
A proper career planning ensures that the women and people who belong to
backward communities get opportunities for growth and development.
The career plan continuously tries to satisfy the employee expectations and as
such minimizes employee frustration.
By attracting and retaining the people from different cultures, enhances cultural
diversity.
Protecting employees interest results in promoting organizational goodwill.
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Limitations of Career Planning/Career Pro lems
Despite planning the career, employees face certain careerpro lems. They are:
Dual Career Families
Lo Ceiling Careers
Declining Career pportunities Changing Needs of Employees
Do nsizing/ Delayering and Careers
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Suggestions for Effective Career Development
Challenging Initial
J
ob AssignmentsDissemination ofCareer Option Information
Job Positioning
Assessment Centers
CareerCounselling
Career Development WorkshopsContinuing Education and Training
Periodic Job Changes
Management Simulation
Professional Associations
Mentor-Protg Relationships
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THANK Y U
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