Group a Career Planning

8/8/2019 Group a Career Planning

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Career planning & Development

Presented to: Presented by:

Dr. Rishu Roy Group A


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Contents

1. Definition of Career Planning.

2. Career Planning Perspectives.3. Need for Career Planning.

4. Major variables which affect career planning.

5. SODI Model.

6. Career Development.

7. Need for Career Development.

8. HR role in Career Development.

9. Stages in Career Development.

10. Difference between Potential Appraisal & Performance

Appraisal.

11. Difference between Managerial Succession , HRP,

& Career Planning


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Organizational and Individual

Career Planning Perspectives

Figure 101


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Need for career planning

Generate organizational loyalty.

Encourages employees.

Motivate employees to grow and develop.


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Source: Kenneth B. McRae, Career-Management

Planning A boon to Managers and Employees,

Personnel, May 1985, p. 59. Copyright 1985 by

the American Management Association, New

York, New York. All rights reserved. Reprinted bypermission of publisher.

Major VariablesAffecting Career

Planning


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SODI MODEL


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SELF

Developing an understanding ofyourselfis a critical componentof the career planning process, which is why self assessment is

often the first step that is taken. Whatever career plans you are

making, it is important to do some assessment of your own

career strengths in order to make an informed career.

It is important that when embarking on career decision making

that you develop an understanding of yourself as an individual

by exploring the personal skills that you bring to learning and

work. This includes the exploration of your own -

Skills Values

Style

Interests


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World ofWork

It is important to understand the changes that are occurring in theworkplace and how they will impact on you due to globalizationand technology. Then the next step is assessment of options andopportunities exist, how they can be accessed and which ones

might be the most relevant to meet your needs.

This includes the exploration of -

The changing world of work

Market trends Education and training

Industry information sources


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Influences

The factors which impact on your career decision making

might be explicit or implicit in nature. This includes -

Community/family influences

External influences

Influence of significant people


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Implementation

Implementing Plans

The final stage in the four step SODI model implementing plans,

relates to putting existing plans into action. In this stage, the

information gained from previous steps i.e. self assessment, world

of work and decision-making is utilized. Typical activities at this stage of the career planning process

include preparing cover letters and rsums, completing

application forms and also thinking about how to prepare for

interviews. This stage is where much of the information gained in

the earlier steps of the SODI model can be utilized.


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CAREER DEVELOPMENT

What is Career Development ?

Career development is the lifelong process of managing

progression in learning and work. The quality of this process

significantly determines the nature and quality of individuals

Lives.

Efforts to improve employees ability to handle a variety of

complex assignments (knowledge work) requiring judgment,

responsibility, decision making, and communication.


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CAREER DEVELOPMENT

Career Development Programme should be

TAILOR

MADE

According to :

Specific business

Structure Time


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NEED OF CAREER DEVELOPMENT

Developing Specific Capabilities/Competencies

Lifelong learningRedevelopment

OrganisationalNeeds Analyses

Future employee competencies

Employee and managerial succession

Retirements, promotions, transfers, departures


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STAGES CAREER DEVELOPMENTSTAGES CAREER DEVELOPMENT

ExplorationExploration

EstablishmentEstablishment

Maintenance.Maintenance. Disengagement.Disengagement.


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Difference Between Potential &Difference Between Potential &

Performance AppraisalPerformance AppraisalPotential Appraisal1. Potential appraisal is the

appraisal of the hiddenqualities of an employee which

might be not known toemployee.

2. Potential appraisal is done onthe basis of future job he canhandle.

3. Potential appraisal is forhidden skill development.

4. Potential appraisal is futureoriented.

Performance Appraisal

Performance appraisal is theevaluation of the employeeperformance.

Performance appraisal is done onthe basis of the work done by theemployee.

Performance appraisal is forpractical skill development.

Performance appraisal is not.


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ContinuedContinued

Potential appraisal

5. Potential Appraisal is aconfidential form, not even shownto the appraisee to avoid

expectation.

Performance appraisal

Performance Appraisal isappraised by his superiors as wellis asked to self appraised himself.


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Difference Between Managerial SuccessionDifference Between Managerial Succession,HRP ,Career Planning,HRP ,Career Planning

Managerial Succession HRP Career Planning

Succession planning is theprocess of selecting, trainingand honing one particular

employee to take upa job that entails more

responsibility at themanagement level.

Succession planning

shortlists a few employees,trains and develops them,

and finally selects oneemployee to fill the vacancy.

HR planning is the processof finding and placing theright candidates in the right

numbers in the appropriatedepartments at the right

time.

HR planning aims atmaintaining the most

appropriate levels ofemployees across all

departments of theorganization.

The continuous process ofevaluating your currentlifestyle, likes/dislikes,

passions, skills, personality,dream job, and current job

and career path and makingcorrections andimprovements to betterprepare for future steps in

your career, as needed, or tomake a career change.

Career Planning aims atmatching individual

potential for promotion andindividual aspirations with

organizational needs andopportunities.


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Succession planning is required

whenever a managerial vacancyis impending; There is no set

time frame.

The succession planning

process matches the skill sets of

a few candidates with thoserequired for the future job. The

process sees the candidates

rigorously trained and

developed, and evaluates their

performances at the end of the

training period.

Organizations should undertake

HR planning at least annually todetermine manpower levels in all

departments, as well as whenever

the organization is expanding

and needs to induct more

employees.

The HR planning processinvolves preparing a list of

employees in all departments and

then evaluating whether all

departments are appropriately

staffed.

Career planning is the key

process in career management.

It uses all the informationprovided by the organization's

assessments of requirements,

the assessments of

performance and potential and

the management succession

plans, and translates it in the

form of individual careerdevelopment programs and

general arrangements for

management development,

career counseling, mentoring

and management training.


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The employee chosen bythe process of successionplanning usually is one

who has been with theorganization for a longtime. He understands thework ethics andcorporate culture. He

should be highlymotivated as he has beenpicked from a group ofcandidates.

With HR planning, theorganization takes stockof its staffing levels and

rectifies any imbalances.The organizationtransfers employees fromoverstaffed departmentsto understaffed ones.

Also, the organization isable to plan in advancefor future manpowerrequirements.

Career Planning is acritical element /outcome of

SUCCESSIONPLANNING,Performance appraisaland Potential assessmentsystems.

Group a Career Planning

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