career planning and development

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CAREER PLANNING AND DEVELOPMENT

BY

ANIL KUMAR B

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CONTENTS…INTRODUCTIONSCOPE AND SIGNIFICANCELITERATURE CITEDCAREER PLANNINGCAREER DEVELOPMENT STEPS IN CAREER DEVELOPMENT SYSTEMSTEPS INVOLVED IN CAREER PLANNINGNEED FOR CAREER PLANNINGUSING SWOT ANALYSIS IN CAREER PLANNINGSTAGES IN CAREER DEVELOPMENTCAREER COUNSELLINGLEARNING EXPERIENCECONCLUSION

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INTRODUCTION

What is career? “Career as a sequence of separate but related

work activities that provides continuity, order and meaning in a person’s life”.

Edwin B. Flippo

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Scope and significanceHUMAN RESOURCE FORECASTING AND PLANNING.

CAREER INFORMATION.

CAREER COUNSELLING.

SKILL ASSESSMENT TRAINING.

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Literature citedEssentials of human resource management and industrial relations

by P SUBBA RAO (pg no 239).

HUMAN RESOURCE MANAGEMENT --- N. G. KALE --- M. AHMED HUMAN RESOURCE DEVELOPMENT --- SANTOSH GUPTA --- SACHIN GUPTA (stages in career planning and development)

Using a SWOT Analysis in Your Career Planning by Randall S. Hansen, Ph.D., and Katharine Hansen,

Ph.D. (view-career-development-cycle.htm)

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Contd…http://www.saching.com/Articles/Important-

Steps-Involved-in-an-Individuals-Career-Planning-61.html

hrmba.blogspot.com(need for career planning)

www.career.sunysb.edu/content/students/view-career-development-cycle

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Career planning “Career planning consists of a activities and

actions that you take to achieve your individual career goals”.

Career planning is the ongoing process where you.

. Explore your interests and abilities

. Strategically plan your career goals and

. Create your future work success by designing learning and action plans to help you achieve your goals.

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Who's Responsible for Planning Your Career?

You have the lead responsibility for planning your career.

Examples of career planning actions:

Employees.

Managers.

Agencies.

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Employees

Take actions individually or with supervisor to assess the individual interests, strengths and areas for development.

Work with supervisor to identify on the job learning and training opportunities.

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Managers

Identify the job related knowledge, skills, abilities, competencies and experience that employees need to be effective in their positions.

Help employees define short and long term development needs that support agency objectives and employee career goals.

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Agencies

Provide time and available funding for development activities.

Utilize the knowledge, skills and abilities of each employee to support agency objectives and meet future staffing needs.

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Career development “Career development is those personal improvements

one undertakes to achieve a personal career plan”.

The purpose of career development is to:

. Enhance each employee's current job performance.

. Enable individuals to take advantage of future job opportunities.

. Fulfill agencies' goals for a dynamic and effective workforce.

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Who's Responsible For It?

Managers.

Human resource.

Employees.

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Steps in career development systemStep1: Needs: Here we have to define the present

system and establish roles and responsibilities of employees, mangers and organization.

Step2: Vision: Create a long term philosophy and establish the vision or objectives of the program.

Step3:Action plan: Assess the plan and obtain the support from top management.

Ste4:Results: Publicize the program and evaluate and redesign the program and its components.

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Steps involved in career planningSelf assessment of the skills, weaknesses and strengths.

Determination of one's goals.

Assessment of opportunities within and out of the organization.

Development of career strategies.

Implementing various plans.

Reassessment of plans and making new plans at regular intervals.

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Need for career planningTo map out careers of employees as per their ability

and willingness and to train and develop them for higher positions.

To attract and retain the right type of persons in the organization.

To utilize available managerial talent within the organization fully.

To achieve higher productivity and organizational development.

To provide guidance and assistance to employees to develop their potentials to the highest level.

To improve employee morale and motivation by providing training and opportunities for promotion.

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Using SWOT analysis in career planning

A SWOT analysis focuses on the internal and external environments, examining strengths and weaknesses in the internal environment and opportunities and threats in the external environment.

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Strengths Internal positive aspects that are under control

and upon which you may capitalize in planning.

For example

Work Experience Strong technical knowledge within your field

(e.g. hardware, software, programming languages)

Specific transferable skills (e.g., communication, teamwork, leadership skills)

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Weaknesses Internal negative aspects that are under your control

and that you may plan to improve. For example

Lack of Work Experience Lack of goals, lack of self-knowledge Weak technical knowledge Weak skills (leadership, interpersonal,

communication, teamwork) Weak job-hunting skills

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Opportunities Positive external conditions that you do not

control but of which you can plan to take advantage

For example

Field is particularly in need of your set of skills Opportunities for advancement in your field Opportunities for professional development in

your field Strong network

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Threats Negative external conditions that you do not

control but the effect of which you may be able to lessen.

For example

Competitors with superior skills, experience, knowledge

Competitors with better job-hunting skills than you

 Companies are not hiring people with your major or degree

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Stages in career developmentEXPLORATION

ESTABLISHMENT

MID-CAREER STAGE

LATE CAREER

DECLINE STAGE

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Career counselling “Counseling is the means by which one person helps another

through purposeful conversation”.

Objectives of career counsellingTo help an individual to understand himself more clearly and

develop his own thinking and outlook.

To help individuals achieve and enjoy greater personal satisfaction.

To help individuals understand the forces and dynamics operating in the system.

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Learning experiences

Using swot analysis in career planning

Stages in career development

Career development cycle

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Conclusion…

Career Planning is NOT… •Leaving the decision to chance

•Getting information and never deciding •Going along with someone else’s plans

It’s OUR future. WE need to make our career decision!!

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QUESTION AND ANSWERS?