Download - Career Planning and Development 2003

8/2/2019 Career Planning and Development 2003

1/16

HUMAN RESOURCE MANAGEMANT

CAREER PLANNING AND DEVELOPMENT

INTRODUCTION:-

The term career planning is frequently used in relation young boys and

girls studying at the college level. College students are expected to consider

their qualities (physical and mental), psychological make-up, likes and

dislikes, inclinations, etc. and decide what they want to be in their life. In other

words, they should decide what they want to achieve in their life and adjust

their education and other activities accordingly. This means they have to plan

their career. In such career planning, parents, family members and college

teachers offer helping hand and guide young boys and girls in selecting the

most suitable career. Lot of literature, psychological tests etc. are also

available on career planning. Even lectures, workshops and TV programmes

are arranged for guiding students on career selection (particularly after the

declaration of HSC results). Career planning enables them to use their

abilities/qualities fully and make their life happy, prosperous and rich in

quality. At present, even experts are available to help youth in their career

planning. IQ and other tests are also conducted for this purpose.

The term career planning and development is used extensively in relation

to business organizations. It is argued that if the organizations want to get the

best out of their employees, they must plan the career development

programmes in their organization effectively. Such programmes offer benefits

to employees and also to the organizations. The employees will develop new

skills will be available to the organization. This type of career planning can bedescribed as organizational career planning.

MEANING OF CAREER (WHAT IS CAREER?):-

A career is a sequence of positions/jobs held by a person during the

course of his working life. According to Edwin B. Flippo a career is a

sequence of separate but related work activities that provide continuity, order

and meaning to a persons life. Career of an employee represents variousjobs performed by him during the course of his working life. This is described

Submitted By :Suhas S. Dhage.Dnyanasadhana College,Thane.

1


2/16


as career path. In the case of an ordinary worker, the career path includes the

following job positions:

Unskilled worker Semi-skilled worker Skilled worker Highly skilled

worker Assistant foreman Foreman.

Employees (of all categories) want to grow in their careers as this provides

more salary, higher status and opportunity to use knowledge, education and

skills effectively. An individual with potentials joins a firm not for job but for

career development. An organization has to provide better opportunities to its

employees in their career development and also use their efficient services for

the benefit of the organization.

MEANING OF CAREER PLANNING (WHAT IS CAREER

PLANNING?):-

Career planning is one important aspect of human resource planning and

development. Every individual who joins an organization desires to make a

good career for himself within the organization. He joins the organization with

a desire to have a bright career in terms of status, compensation payment andfuture promotions. From the point of view of an organization, career planning

and development have become crucial in management process. An

organization has to provide facilities/opportunities for the career development

of individual employees.

If the organizations want to get the best out of their employees, they must

plan regularly the career development programmes in their organizations. In

brief, career planning refers to the formal programmes that organizations

implement to increase the effectiveness and efficiency of the human

resources available. Career planning and development is the responsibility of

the HR department of the organization. As already noted, every person joining

an organization has a desire to make career as per his potentiality, ability,

skills and so on.


2


3/16


NEED/PURPOSE/OBJECTIVES OF CAREER PLANNING:-

1) To map out careers of employees as per their ability and willingness

and to train and develop them for higher positions.

2) To attract and retain the right type of persons in the organization.3) To utilize available managerial talent within the organization fully.

4) To achieve higher productivity and organizational development.

5) To provide guidance and assistance to employees to develop their

potentials to the highest level.

6) To improve employee morale and motivation by providing training and

opportunities for promotion.

SCOPE OF ORGANISATIONAL CAREER PLANNING:-

The following activities/areas are covered within the scope of

organizational career planning:

a) HUMAN RESOURCE FORECASTING AND PLANNING :-

Here, efforts will be made to identify the number of employees required

in future. In addition, the selection procedure will be adjusted with the

overall strategic goals of the organization.

b) CAREER INFORMATION :-

Here, information relating to career opportunities (promotions, training

for self development, etc) will be supplied to employees. Supplying

career information/opportunities has special significance as this

motivates employees to grow and reach to higher position.

c) CAREER COUNSELLING :-

Such counselling is next to supplying career information. Career

counselling is possible by senior executives through periodic

discussions with their subordinates. Such career guidance encourages

subordinate employees to take interest in certain areas where suitable

opportunities of career development are available. It is a type of

internal guidance and motivation of employees for the selection of

possible career paths. Such counselling is needed when employees

have to plan their own careers and develop themselves for career

progress.


3


4/16


d) CAREER PATHING :-

Management now plans job sequences for transfers and promotions of

their employees. This makes transfers and promotions systematically

with advance information to employees. Career pathing creates

suitable mental make up of employees for self development.

e) SKILL ASSESSMENT TRAINING :-

Training is essential for career planning and also for manpower

development. Along with job analysis, organizational and job

manpower requirement analysis should be undertaken by the

management. This prepares proper background for the introduction of

career planning programmes for employees.

ADVANTAGES OF CAREER PLANNING:-

A properly designed system of career planning can provide the following

benefits:

i. Career planning helps an employee to know the career opportunities

available in an organization.

ii. Career planning encourages him to avail of the training and

development facilities in the organization so as to improve his ability to

handle new and higher assignments.

iii. Career planning involves a survey of employee abilities and attitudes. It

becomes possible, therefore to group together people talking on a

similar wavelength and place them under supervisors who are

responsive to that wavelength.

iv. Career planning anticipates the future vacancies that may arise due to

retirement, resignation, death, etc. at managerial level. Therefore, it

provides a fairly reliable guide for manpower forecasting.

v. Career planning facilitates expansion and growth of the enterprise. The

employees required to fill job vacancies in future can be identified and

developed in time.


4


5/16


DISADVANTAGES/LIMITATIONS OF CAREER PLANNING:-

The main problems in career planning are as follows:

i. Career planning can become a reality when opportunities for vertical

ability are available. Therefore, it is not suitable for a very smallorganization.

ii. In a developing country like India, environmental factors such as

government policy, public sector development, growth of backward

areas, etc. influence business and industry. Therefore, career plans for

a period exceeding a decade may not be effective.

iii. Career planning is not an effective technique for a large number of

employees who work on the shop floor, particularly for illiterate and

unskilled workers.

iv. In family business houses in India, members of the family expect to

progress faster in their career than their professional colleagues. This

upset the career planning process.

v. Systematically career planning becomes difficult due to favouritism and

nepotism in promotions, political intervention in appointments and

reservations of seats for scheduled castes/tribes and backward

classes.

HOW TO INTRODUCE CAREER PLANNING PROGRAMME?

(PROCESS OF CAREER PLANNING):-

It is not easy to introduce career development programme at the level of

an organization. Moreover, such career development planning is a continuous

activity. What is happening in most of the organizations is that this concepts is

given only lip service and theoretical importance. If the organization wants to

get the best out of their employees, it must plan the career developments

programmes continuously and effectively in its organization.

DETAILS OF THE STEP IN CAREER PLANNING:-

1) ANALYSIS OF PERSONEL SITUATION :-

This is the first step which needs to be completed before the

introduction of career planning programme. This relates to a time from

which career planning is to be introduced. Here, the base line will be


5


6/16


prepared to help the planners to make projections for the planning

period and to help in the evaluation of plans. In order to analyze the

present career situation, the following information will be required:

i. Total number of employees their age distribution,

qualifications, positions, specializations, etc.

ii. Structure broad as well as detailed and the qualifications

required for each grade.

iii. Personnel need of the organization. (Category wise)

iv. Span of control available within the organization.

v. Field staff at head office with necessary details, and

vi. Facilitates available for training and development within and

outside the organization.

The information collected on these aspects serves as the base for the

preparation of career development plan for the future period.

1. ANALYSIS OF PESONNEL SITUATION

2. PROJECTION OF PERSONNEL SITUATION

3. IDENTIFYING CAREER NEEDS

4. SELECTION OF PRIORITIES

5. DEVELOPMENT OF CAREER PLANS

6. WRITE UP OF FORMULATED CAREER PLANS

7. MANAGERIAL PLANNING

8. IMPLEMENTATION

9. REVIEW AND EVALUATION

10. FUTURE NEEDS


6


7/16


2) PROJECTION OF PERSONNEL SITUATION :-

In this second step, an attempt is being made to find out the situation

likely to develop after the completion of career development plan. This

can be done on the basis of assumption which can predict what is likely

to happen at the close of the career development plan.

3) IDENTIFYING OF CAREER NEEDS :-

In this third step of career development plan, efforts are made to find

out precisely the career development needs of the future period. It is

possible to identify the scope and limitations of career development

needs on the basis of the data collected (through personnel inventory

of the organization, employee potentials, and appraisal of employees).

4) SELECTION OF PRIORITIES :-

It is rather difficult to meet all the needs of the employees and the

organization for career development immediately i.e. through one

career development plan. Naturally, there is a need to select the

pressing and urgent problems of employees and organization. In

addition, other factors such as technical, financial and administrative

must be taken into consideration while finalizing the priorities.

5) DEVELOPMENT OF CAREER PLAN :-

This is the most important step in the whole process of career

developing plan. Such plan must describe the following in concrete

form/forms:

a. What is to be attained/achieved?

b. The extent to which it is to be attained,

c. The employees involved,

d. The department in which the proposed plan will operate;

e. The length of time required the achieving the goals.

In order to execute the career development plan, the organization

should:

a) Introduce systematic policies and programmes of staff training

and career development for all categories of employees so as to

enable them to:

I. Improve their level of skill and knowledge;


7


8/16


II. Gain wider experiences; and

III. Assume higher responsibilities.

b) Establish and effectively implement a system of study

leave;

c) Develop the experience of the employees by

encouraging their rotation from one region to another;

d) Take positive steps to encourage career development,

such as:

I. Providing within the organization;

II. Giving priorities in the filling of vacancies in the following

order for:

1. promotion within the organization;

2. Transfer within the organization;

3. Outside recruitment.

III. Removing artificial barriers to promotion;

IV. Establishing a register of employees for promotion on merit-

cum-seniority basis;

6) WRITE-UP OF FORMULATED PLAN :-

After deciding the priorities of career development plan, the next major

step is to prepare a write up (brief report) of the career plan. This writ-

up should contain all necessary details such as schedule (time

sequence of plan), procedures and other details so that the evaluation

of the plan will be easy and meaningful.

7) MONITORING PLANNING i.e. MONITORING OF CAREER

DEVELOPMENT PLAN:-

Monitoring of the plan is essential for its effective execution. Expected

results/benefits will be available only when the plan is implemented

properly. Planned (expected) targets and targets actually achieved can

be compared through suitable monitoring of the plan. The gap between

the two (i.e. short falls) can be located quickly. In addition, suitable

remedial measures can be taken to rectify the shortfalls.

8) IMPLEMENTATION (OF CAREER DEVELOPMENT PLAN) :-

Implementation/execution of the plan is an integral aspect of planning

process itself. For effective implementation, co-operation and co-


8


9/16


ordination at all levels is necessary. The implementation needs proper

monitoring so as to avoid possible shortfalls.

9) REVIEW AND EVALUATION OF CAREER PLANS :-

A plan needs periodical review. Such evaluation avoids mistakes,

deficiencies, etc during the implementation stage. It is built-in device to

measure the effectiveness of the plan. Actual benefits available will be

known only through such review and evaluation. Such evaluation

should be done by experts. It should be conducted systematically and

also impartially.

10)FUTURE NEEDS :-

This is the last step/stage of the current career development plan and

the first step/stage of the next plan. Here, on the basis of the

achievements of the current plan, the career needs of the future period

(of employees and also of the organization) are estimated. The new

priorities are decided and the details of the new career development

plan are prepared. Planning is a continuous process/activity. This rule

is applicable to career development plans of an organization.

CAREER STAGES:-

Education is thought of in terms of employment. People go for school and

college education and prepare for their occupation. Very few people stick to

the same job throughout their life. Most of them switch job either within the

organization or in some other organization. Chances are they change jobs,

depending on available opportunity, several times before retirement. Where

opportunity is restricted they continue with the same job. They go through the

following stages:

1) EXPLORATION :-

Almost all candidates who start working after college education start

around mid-twenties. Many a time they are not sure about future

prospects but take up a job in anticipation of rising higher up in the

career graph later. From the point of view of organization, this stage is

of no relevance because it happens prior to the employment. Some

candidates who come from better economic background can wait and


9


10/16


select a career of their choice under expert guidance from parents and

well-wishers.

2) ESTABLISHMENT :-

This career stage begins with the candidate getting the first job getting

hold of the right job is not an easy task. Candidates are likely to commit

mistakes and learn from their mistakes. Slowly and gradually they

become responsible towards the job. Ambitious candidates will keep

looking for more lucrative and challenging jobs elsewhere. This may

either result in migration to another job or he will remain with the Same

job because of lack of opportunity.

3) MID-CAREER STAGE :-

This career stage represents fastest and gainful leap for competent

employees who are commonly called climbers. There is continuous

improvement in performance. On the other hand, employees who are

unhappy and frustrated with the job, there is marked deterioration in

their performance. In other to show their utility to the organization,

employees must remain productive at this stage. climbers must go on

improving their own performance. Authority, responsibility, rewards and

incentives are highest at this stage. Employees tend to settle down inn

their jobs and job hopping is not common.

4) LATE CAREER :-

This career stage is pleasant for the senior employees who like to

survive on the past glory. There is no desire to improve performance

and improve past records. Such employees enjoy playing the role of

elder statesperson. They are expected to train younger employees and

earn respect from them.

5) DECLINE STAGE :-

This career stage represents the completion of ones career usually

culminating into retirement. After decades of hard work, such

employees have to retire. Employees who were climbers and achievers

will find it hard to compromise with the reality. Others may think of life

after retirement.


10


11/16


HIGH EXPLORATION ESTABLISHMENT MID-CAREER LATE CAREER DECLINE

LOW 25 35 45 55 60

AGE

STAGES IN CAREER DEVELOPMENT

CONCEPT/INTRODUCTION TO CAREER DEVELOPMENT:-

Career development consists of the personal actions one undertakes to

achieve a career plan. The terms career development and employee

development need to be differentiated at this stage. Career development

looks at the long-term career effectiveness of employees where as employee

development focuses of effectiveness of an employee in the immediate future.

The actions for career development may be initiated by the individual himself

or by the organization.

INDIVIDUAL CAREER DEVELOPMENT:-

Career progress and development is largely the outcome of actions on the

part of an individual. Some of the important steps that could help an individual

cross the hurdles on the way up may include:

I. PERFORMANCE :-


11


12/16


Career progress rests largely on performance. If the performance is

sub-standard, even modest career goals cant be achieved.

II. EXPOSURE :-

Career development comes through exposure, which implies becoming

known by those who decide promotions, transfers and other career

opportunities. You must undertake actions that would attract the

attention of those who matter most in an organization.

III. NETWORKING :-

Networking implies professional and personal contacts that would help

inn striking good deals outside (e.g., lucrative job offers, business

deals, etc.). for years men have used private clubs, professional

associations, old-boy networks to gain exposure and achieve their

career ambitions.

IV. LEVERAGING :-

Resigning to further ones career with another employer is known as

leveraging. When the opportunity is irresistible, the only option left is to

resign from the current position and take up the new job (opportunity in

terms of better pay, new title, a new learning experience, etc.).

however, jumping the jobs frequently (job-hopping) may not be a good

career strategy in the long-run.

V. LOYALTY TO CAREER :-

Professionals and recent college graduates generally jump jobs

frequently when they start their career. They do not think that career-

long dedication to the same organization may not help them further

their career ambitions. To overcome this problem, companies such as

Infosys, NIIT, WIPRO (all information technology companies where the

turnover ratios are generally high) have come out with lucrative,

innovative compensation packages in addition to employee stock

option plans for those who remain with the company for a specified

period.

VI. MENTORS AND SPONSORS :-

A mentor is, generally speaking, an older person in a managerial role

offering informal career advice to a junior employee. Mentors take


12


13/16


junior employees under their protg and offer advice and guidance on

how to survive and get ahead in the organization. They act as role

models. A sponsor, on the other hand, is someone in the organization

who can create career development opportunities.

ORGANISATIONAL CAREER DEVELOPMENT:-

The assistance from managers and HR department is equally important in

achieving individual career goals and meeting organizational needs. A variety

of tools and activities are employees for this purpose.

a) SELF-ASSESSMENT TOOLS :-

Here the employees go through a process in which they think through

their life roles, interests, skills and work attitudes and preferences.

They identify career goals, develop suitable action plans and point out

obstacle that come in the way. Two self-assessment tools are quite

commonly used in the organizations. The first one is called the career-

planning workshop. After individuals complete their self-assessment,

they share their findings with others in career workshops. These

workshops throw light on how to prepare and follow through individual

career strategies. The second tool, called as a career workbook,

consists of a form of career guide in the question-answer format

outlining steps for realizing career goals. Individuals use this company

specific, tailor-made guide to learn about their career chances. This

guide, generally throws light on organizations structure, career paths,

qualifications for jobs and career ladders.

b) INDIVIDUAL COUNSELLING :-

Employee counselling is a process whereby employees are guided in

overcoming performance problems. It is usually done through face-to-

face meetings between the employee and the counselor or coach.

Here discussions of employees interests goals, current job activities

and performance and career objectives take place. Counselling is

generally offered by the HR department. Sometimes outside experts

are also be called in. if supervisors act as coaches they should be


13


14/16


given clearly defined roles and training. This is, however, a costly and

time-consuming process.

c) EMPLOYEE DEVELOPMENT PROGRAMMES :-

These consist of skill assessment and training efforts that

organizations use to groom their employees for future vacancies.

Seminars, workshops, job rotations and mentoring programmes are

used to develop a broad base of skills as a part of such developmental

activities.

d) CAREER PROGRAMMES FOR SPECIAL GROUPS :-

In recent years, there is growing evidence regarding dual career

families developing tensions and frictions owing to their inability to

reconcile the differences between the family roles and work demands.

When we talk of dual career couples (a situation where both husband

and wife have distinct careers outside the home) certain puzzling

questions arise naturally: whose career is important; who takes care of

children; what if the wife gets a tempting promotion in another

location; who buys groceries and cleans the house if both are busy,

etc. realizing these problems, organizations are providing a place and

a procedure for discussing such role conflicts and coping strategies.

They are coming out with schemes such as part-time work, long

parental leave, child care centers, flexible working hours and

promotions and transfers in tune with the demands of dual career

conflicts.

CAREER DEVELOPMENT ACTIONS:-

a) JOB PERFORMANCE :-

Employee must prove that his performance on the job is to the level of

standards established, if he wants career progress.

b) EXPOSURE :-

Employees desire for career progress should expose their skills,

knowledge, qualifications, achievements, performance etc., to those

who take the decision about career progress.


14


15/16


16/16