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Career and Succession Planning Career and Succession Planning

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CAREER PLANNING & DEVELOPMENTCAREER PLANNING & DEVELOPMENT CAREER CAREER denotes a succession of related jobs, arranged denotes a succession of related jobs, arranged

in a hierarchy of prestige, through which persons move in a hierarchy of prestige, through which persons move in an ordered, predictable sequence.in an ordered, predictable sequence.

A career refers to the different jobs a person holds over A career refers to the different jobs a person holds over his on her life.his on her life.

The processes & Activities that prepares one for a job are The processes & Activities that prepares one for a job are parts of career.parts of career.

Job related attitudes, values & beliefs are integral aspects Job related attitudes, values & beliefs are integral aspects of a career.of a career.

The relationship of a person’s self-identity to work is a The relationship of a person’s self-identity to work is a dimension of a career.dimension of a career.

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Career anchors

These are distinct patterns of self-perceived talents, attitudes, motives and values that guide and stabilise a person’s career after several years of real world experiences.

eight career anchors Managerial competence

Technical competence

Security

Creativity

Autonomy

Dedication to a cause

Pure challenge

Life style

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CAREER PLANNINGCAREER PLANNING is a process by which is a process by which one selects career goals & the path to one selects career goals & the path to these goals. From these goals. From organisations’s view,organisations’s view, it it means helping the employees to plan their means helping the employees to plan their career in terms of their capacities within career in terms of their capacities within the context of organisation needs. It the context of organisation needs. It involve designing an organisational involve designing an organisational system of career movement & growth system of career movement & growth opportunities for employees from the opportunities for employees from the employment stage to the retirement stage. employment stage to the retirement stage.

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Process of career PlanningProcess of career Planning

1)1) Identifying Individual Needs & Identifying Individual Needs & AspirationsAspirations

2)2) Analysing Career OpportunitiesAnalysing Career Opportunities

3)3) Aligning Needs & Opportunities.Aligning Needs & Opportunities.

4)4) Action Plans & Periodic ReviewAction Plans & Periodic Review

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Career DevelopmentCareer Development

Career developmentCareer development consists of the personal actions consists of the personal actions are undertakes to achieve a career plan.are undertakes to achieve a career plan.

Requirements of Effective Career PlanningRequirements of Effective Career Planning Top Management SupportTop Management Support Growth & ExpansionGrowth & Expansion Clear GoalsClear Goals Proper SelectionProper Selection Motivated & Hardworking StaffMotivated & Hardworking Staff Proper Age BalanceProper Age Balance Management of career stress Management of career stress Fair Promotion PolicyFair Promotion Policy Adequate Publicity.Adequate Publicity.

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Exploration Establishment

Mid Career

Late Career

Decline

Transition from college to work

Getting first job & being accepted

Performance increase or decrease on maintain

The elder states person

Retirement

25 35

STAGES IN CAREER

High

Low

P

E

R

F

O

R

M

A

N

C

E

50 60 70

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Career Planning

Dissatisfies with internal career opportunities

Career Development

External Mobility

Matching the Individual & the career

(Successful Matching)

(Mismatching )

Providing

Progression

Performance

in New Career

Satisfactory Dissatisfactory

Appraising the Individual & the career & finding the suitable career.

Develop the Employee through Self Development by the organizations to meet the career Demands

Upgrading , Transferring, Promotion

Demotion

A Model for Career Planning & Development

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Steps involved in establishing a Career Steps involved in establishing a Career Development systemDevelopment system

Step 1 :Step 1 : NEEDS :NEEDS : This step involves, conducting a need This step involves, conducting a need assessment as training programme. assessment as training programme.

Step 2 :Step 2 : Vision :Vision : The needs of the career system must be The needs of the career system must be linked with the interventions. linked with the interventions.

Step 3:Step 3: Action Plan :Action Plan : An action plan should be formulated in An action plan should be formulated in order to achieve the vision. order to achieve the vision.

Step 4:Step 4: Result :Result : Career development programme should be Career development programme should be integrated with the organisations on – going integrated with the organisations on – going

employee training & management employee training & management development development programme & they must be programme & they must be evaluated from time evaluated from time to time. to time.

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Why career planning?

Career planning seeks to meet the following objectives

Attract and retain talent

Use human resources properly and achieve greater productivity

Reduce employee turnover

Improve employee morale and motivation

Meet the current and future human resource needs of the organisation

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Effective Career Planning Effective career planning depends on a number of factors such as Ensuring top management support

Setting appropriate corporate goals for human resources

Offering rewards for good performance

Placing employees depending on their talents, career aspirations etc

Laying down suitable career paths for all employees

Monitoring continuously to find where the organisation stands

Giving publicity to career related issues and actions

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Succession Planning

Through succession planning organisations ensure a

steady flow of internal talent to fill important

vacancies.

Succession planning encourages “hiring from within”

and creates a healthy environment where

employees have careers and not merely jobs. It

should be noted here that career planning (which

covers executives at all levels), by its very nature,

includes succession planning (which covers key

positions at higher levels)

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Succession Planning ProcessSuccession Planning Process