Ch 4 PMS and Career Planning

8/13/2019 Ch 4 PMS and Career Planning

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PMS and Career Planning



Career planning ??

“Career planning consists of

activities and actions that you taketo achieve your individual career

goals”



Deeper insight …

• It is the life- long process a person goesthrough to learn about himself such as – purpose,

– personality

– interests

– skills

– talents

• Develop a self- concept, learn about careers,and work situations

• Make a career choice, while developing and

coping social skills



Career planning is ongoing process

• Explore your interests and abilities

• Strategically plan your career goals• Create your future work success by

designing learning and action plans to

help you achieve your goals.



Contd..

• The major focus is matching personal goals and

opportunities that are realistically available.

• Career planning is building bridges from one’s

current job/career to next job/career.• Well-conceived career plan is flexible to

accommodate changing opportunities for

development



How important is career planning?

• People leave an organization due to lack ofcareer growth

• Deeper focus on an employee’s aims and

aspirations• Degree of clarity

• Significant motivator

• Key retention tool• Critical human resource strategy



Contd…

• High-level vision and goals of company are clearly

made known to employees

• Growth of an organization is linked with the growth

of an individual• Matching organization vision & employees

aspirations is must



Career Planning Process

Self Assessment.

Goal Setting

Decision-making

Plan of Action

Opportunities



Career Development

Career Development invitesyou to review your work

history and all the factors like

• psychological

• sociological

• Economical



The top management

tool for

succession planning

The manager

as a retention

And

motivationaltool

Employee

views a career

planning

Program

as a path toupward

mobility

Win-Win situation

for all



Whose responsible for planning ones

career??

Individual Organization



Self Assessment

Academic/ Career

options

Relevant /Practical

Experience

Job SearchIndividual career

planning process



2. Academic / Career options

• Start by:

– Learning academic and career entrancerequirements

– Learning one's interests – Education and training required

– Learning skills and experience required

– Planning academic and career alternatives

– Learning job market trends



2. Academic /

Career optionsStrategies For Gaining Competencies

• Read occupational resources

• Get assistance from a counselor

• Talk to people who work in your areas of interest

• Attend Job/Career Fairs and/or Career Panels



3. Relevant / Practical experience

• Gain practical experience through internships

• Start by:

– Testing new skills and try diverse experiences

– Deciding the type of organization in which to

volunteer or work

– Assessing likes and dislikes of work values,

skills, work environments,



4. Job Search

Competency Areas

• Ability correspondent in acoherent, professional manner

• Communicate verbally in a clear,

concise manner

• Effectively use networking, problem-solving, and decisionmaking to reach career goals

• Develop budgeting skills inrelation to the job search, travel,and relocation

Strategies For GainingCompetencies

• Register with CareerPlanning & Placement

Services

• Review resume with acareer counselor

• Receive referrals



Organizational career planning process

1. Direction

– Assessing employee wants and organizational needs

– common goal setting

2. Career time – Relates to distance & speed of an employee

– How far & how fast can employee move on career path??

3. Transition – Relates to changes expected to a career goal

– Analyzing transition factors

– Setting goals and a timetable



Contd…

4. Career planning options

– Advancement.

– Lateral – Change to Lower Grade

– Job Enrichment

5. Projected Outcome

– Calculate the risks attached

– How well will it pay off?



Important guidelines• Employees

– Discuss any concerns regarding career or

professional development with supervisor

– Its your career, take all necessary initiative

• Supervisors/ Managers

– Make career planning an ongoing process

– Explain employees importance of growth, need for

change

– Personal commitment



Contd… – Acquire skills to be a good developer

– Give essential feedback to employees

– Provide a work environment that is conducive

– Supportive and motivational atmosphere

• Organizational

– Supportive organizational structure

– Provide resources and time



Career Planning is NOT… • Leaving the decision to chance

• Getting information and never deciding

• Going along with someone else’s plans

It’s OUR future. WE need to make

our career decision!!

Ch 4 PMS and Career Planning

Documents

Transcript of Ch 4 PMS and Career Planning