Career Planning and Deevelopment

8/9/2019 Career Planning and Deevelopment

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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

Career Planning and Deevelopment

Documents

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