career planning 2003

8/3/2019 Career Planning 2003

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CAREERPLANNING


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What is Career?A career can be defined as all the jobs

held by a person during his working life.

It consists of a series of properly

sequenced role experience leading to an

increasing level of responsibilty, status,

power and rewards.


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What is Career Planning?Career planning is the process ofestablishing career objectives and

determining appropriate educational anddevelopmental programs to further

develop the skills required to achieve

short- or long-term career objectives.


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Need for Career PlanningFacilitate effective development of availabletalent.

Attract competent persons and to retain them inthe organization.

Enable the employees to develop and take themready to meet the future challenges.

Ensure better utilization of managerial reserveswithin an organization.

Reduce employee dissatisfaction and turnover.Improve motivation and morale.

Achieve higher productivity and organisationdevelopment.


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AdvantagesThe process of career planning helps theindividual to have the knowledge of variouscareer opportunities, his priorities etc.

Efficient career planning and development

ensures the availability of human resources withrequired skill, knowledge and talent.

The efficient policies and practices improve theorganizations ability to attract and retain highly

skilled and talent employees.The career plan continuously tries to satisfy theemployee expectations and as such minimizesemployee frustration.


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DisadvantagesDual career families

Low ceiling careers

Declining career opportunities

Downsizing/Delayering and careers


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Stages of Career PlanningKnowing Yourself -thinking about what we wantfrom work and what we haveto offer.

Exploring Your Options -finding out about options.

Making Decisions - focusingon the most suitable options,choosing a career goal and

working out how to make ithappen.

Moving On - acting on ourdecision and coping with

change


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Traditional career stages-EXPLORATION STAGE-

is the first traditional career stageInvolves identifying interests and opportunities.

ESTABLISHMENT STAGE-

Involves creating a meaningful and relevant role inorganization.

MAINTAINENCE STAGE-

Involves optimizing talents or capabilities.

DISENGAGEMENT STAGE-

Involves the individual gradually beginning to pull away

from work in organization.


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o e o cen urycareers-Suggests a progression of career stages.

Focuses more on career age.

Directly incorporates the premise of multiple careerstages.

Describes career stages as-

1. EXPLORATION

2. TRAIL

3. ESTABLISHMENT

4. MASTERY

5. EXPLORATION

EXPLORATION-

Involves questions about ones self identity.

These questions influence decisions about exactly whatcareer someone plans to enter.


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o e o cen urycareers-TRAIL STAGE-

Career chosen

Person begins to build on that career.

Some issues emerge such as trying to establish properbalance between work and family life.

ESTABLISHMENT STAGE-

Individual must deal with the potential tradeoff betweenworking hard to build and advance a career andestablishing lasting relationships with others.

MASTERY STAGE-

Gain complete knowledge about your job.

Can deal with issues such as above in better way.


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o e o cen urycareers-EXPLORATION STAGE- (second level)

Take the person away from above career into new one.

Person reaches mid career point.

Questions about the worth of continuing to work onones career emerge.

New questions about self identity emerge some times

leading to mid-life crisis.


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Classification of CareerCareer can be of three sub-types:

Monolithic Career

Cadre CareerInter governmental

There can also be two other concepts ofcareer depending on the limitations onentrance or the norm of recruitment:

Closed career:Monasteric system

Open career:Multi-level induction


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Classifiaction of Career SystemRank-in-job:

Focus is on the assignments, the jobto be performed and 'the fitting of anindividual into the job.

Rank-in-corps:

Focus is on the person


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STEPS FOR CAREER PLANNING1.Recruitment:

There is an attempt at perfect matching ofpeople and job.

2.Promotions:Related to the tomorrows of theorganization.

The whole system of promotion, owes itsrationale to two important factors:

a. Personnel factors

b. Organizational factors


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3. Retention:

Apart from the promotion system, theemployees' retention programmes policymust cover all other compensationpackages, including salary, bonus, wages

etc., which are financial in nature. Non-financial compensation covers thesatisfaction that a person receives byperforming meaningful job tasks or from

the physical and psychologicalenvironments in which the job isperformed.


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Reasons for Career PlanningDesire to develop and promote employees

from within

Shortage of promotable talent

Desire to aid individual career planning

Strong expression of interest byemployees

Desire to improve productivity

Employment equity/diversity programcommitments

Concern about turnover

Desire for a positive recruiting image


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Relation to HRM Function


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Elements of Career PlanningProgramsIndividual assessments of abilities,interests, career needs, and goals

Organizational assessments of employees

abilities and potentialCommunication of information aboutcareer options and opportunities with theorganization

Career counseling to set realistic goalsand plan for their attainment


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THANK YOU

career planning 2003

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