CAREER PLANNING

AND
DEVELOPMENT
 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.
 IMPORTANT TERMS
• 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.
 MEANING
• 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.
 NEED FOR CAREER PLANNING
• To desire to grow and scale new heights.
• Realise and achieve the goals.
• Performance measure.
• High employee turnover.
• To educate the employees.
 OBJECTIVES
• 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.
 PROCESS
1) Identify the individual needs and aspirations-
The 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 oppertunities-
Once career need and aspirations of employees are known,
the organization has to provide career path for each
position.
3) Aligning needs and oppertunities-
After employees have identified their needs and have realised the
existance of the training problem is one of alignment.
4) Action plan and periodic review-
The 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
career development consists of personal
actions one undertakes to achieve a career
plan.
 INDIVIDUAL CAREER DEVELOPMENT
• 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.
 ORGANISATIONAL CAREER
DEVELOPMENT
• 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 programs-
Initially , a new recruit is informed about career
policies and procedure of the company.
• Employee development programs-
These consists of skills assessment and training
efforts that organizations use to groom their
employees for vacancies.
• Career programs 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 family roles
and work demands.
 ADVANTAGES OF CAREER PLANNING
• Benefits to employees
• Benefits to organisation
• Relation
• Helps in achieving organisational goals
• Increase in organisational image
 DISADVANTAGES
• Not fit for small units.
• Effects on several environment factors
• Time and cost
 EFFECTIVE CAREER PLANNING
• 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.
THANK YOU