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Career Planning and Development

Career Planning and Development

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Publicado pordebashishota

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Published by: debashishota on Mar 08, 2011
Copyright:Attribution Non-commercial


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Introduction:‡ A career is a sequence of positions held by a person during the course of a lifetime. It comprises of a series of work related activities that provide continuity , order and meaning to a person s life. ‡ A career consists of the changes and meaning to a person s life. A career consists of the changes in values , attitudes and motivation that occur as a person grows older.

‡ Career: A career is all the jobs that are held during one s worklife. ‡ Career goals: Future positions one tries to reach as part of career. ‡ Career planning: The process by which one selects career goals and the path to these goals. ‡ Career development: The personal actions one undertakes to achieve a career plan. ‡ Career planning and development: Extending employees to form realistic career goals and the opportunities to realise them.

‡ Career planning is the process by which one selects career goals and the path to these goals. Career planning is not an event or end in itself, but a continuous process of developing human resources for achieving optimum results.

‡ ‡ ‡ ‡ ‡ To desire to grow and scale new heights. Realise and achieve the goals. Performance measure. High employee turnover. To educate the employees.

‡ Attract and retain talent by offering career not jobs. ‡ Use human resources effectively and achieve greater productivity. ‡ Reduce employee turnover. ‡ Improve employee morale and motivation. ‡ Meet the immediate and future human resource needs of the organisation on the timely basis.

1) Identify the individual needs and aspirationsThe human resource professionals must, therefore, help an employee by providing as much as information as possible showing what kind of work would the employee most, taking his skills, experience, and aptitude into account. 2)

Analysing career oppertunitiesOnce career need and aspirations of employees are known, the organization has to provide career path for each position.

3) Aligning needs and oppertunitiesAfter employees have identified their needs and have realised the existance of the training problem is one of alignment. 4) Action plan and periodic reviewThe matching process would uncover gaps. These needs to be bridged through individual career development efforts and organization supported efforts from time to time.

career development consists of personal actions one undertakes to achieve a career plan.

‡ Performance- The performance is sub-standard , even modest career goals can t be achieved. ‡ Exposure- Career development comes through exposure , which implies becoming known by those who decides promotion. ‡ Networking- It implies professionals and personal contacts that would help in striking good deals outside.

‡ Loyalty to work and career- Professionals and recent college graduates generally jumps jobs frequently. ‡ Mentors and Sponsers- A mentor is , generally speaking,an older person in a managerial role offering informal career advice to a junior employee. A sponsor is someone in the organisation who can create career development oppertunities. ‡ Key subordinates- Qualified and knowledgeable subordinates, often extent invaluable help that enables their bosses to come up in life. ‡ Expand ability- Employees who are career concious must prepare themselves for future opportunities that may come their way internally or externally.

‡ 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. ‡ Individual counselling Employee counselling is a process whereby employees are guided in overcoming performance problems. ‡ information services- Employment oppertunities at various levels are made known to employees through information services of various kinds.

‡ Employee assessment programsInitially , a new recruit is informed about career policies and procedure of the company. ‡ Employee development programsThese consists of skills assessment and training efforts that organizations use to groom their employees for vacancies. ‡ Career programs for special groupsIn recent years, there is growing evidence regarding dual career families developing tensions and frictions owing to their inability to reconcile the differences between family roles and work demands.

‡ ‡ ‡ ‡ ‡ Benefits to employees Benefits to organisation Relation Helps in achieving organisational goals Increase in organisational image

‡ Not fit for small units. ‡ Effects on several environment factors ‡ Time and cost

‡ Support- career planning efforts must receive consistent support and continued blessings from the top management. ‡ goals - The corporate goals must be laid down clearly. ‡ Reward performance- Employees must be willing to expand their abilities; trainers must be willing to coach, councel and share their knowledge with employees.

‡ Placement- Every effort must be made to put employees on jobs that are in tune with their capabilities. ‡ Career paths- The career paths for different types of employees must be laid down clearly. ‡ Continuous tracking- Career planning efforts should be carried out on a continuing basis keeping the changing needs of employees and the organization in mind. ‡ Publicity- Everyone should be aware of career oppertunities within the organisation.


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