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8/3/2019 Final Despande

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SUBJECT

HUMAN RESOURCE

MANAGEMENT


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TOPICCAREER PLANNING AND

DEVELOPMENT


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GROUP MEMBERS

NAMES ROLL NO.

ANIRUDDHA KAMBLE 37

MAYUR KALE 36

TRUPTI JUVEKAR 33

JAHNAVI MARDE 57

ARUN IYER 27AMIT BALSARAF 02


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We have great pleasure and honor to present

our TYBMS project on

|CAREER PLANNING ANDDEVELOPMENT.}

We owe our deepest gratitude to our

professor ARUNA DESHPANDEmadam who

have helped us whenever we needed.

ACKNOWLEDGEMENTACKNOWLEDGEMENT


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INDEX

1. Meaning and Definition

2. Stages in a career

3. Steps in career planning

4. Process of career planning

5. Essentials to make career planning successful6. Career counseling

7. Succession planning

8. Characteristics of succession planning

9. Need of succession planning10. Employee retention

11. Retention management strategies


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Meaning

Career planning is a process by which oneselects career goals and the path to these goals.

Career developments are those personal

improvements which one undertakes to achieve

a career plan. There are two types of careerplanning.

1.Individual career planning

2.Organizational career planning


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Definition

According to Schermerhorn, Hunt and Osborn,

Career planning is a process of systematicallymatching career goals and individual capabilities

with opportunities for their fulfillment.


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Career stages

Careers can be analyzed based on the career

stages. There are five career stages through

which most of us have gone through or will go

through. These Stages include

1. Exploration stage,

2. Establishment stage,

3. Mid-career stage,

4. Late career stage and

5. Decline stage.


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STAGES IN A CAREER


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Steps involved in establishing career developing

system

1. Step 1:-needs: this steps involves in the conducting a needs assessment as a training

programme.

2. Step 2:-

vision: the need of the career system must be link with the interventions an

ideal career development system known as the vision links the need with theinterventions.

3. Step 3:-

action plan: an action plan should be formulated in order to achieve thevision. The support of the top management should be obtained in this process.

4. Step 4:-

results: career development programme should be integrate with though eorganizations on going employee training and management development

programme. The programme should be evaluated from time to time in order to

revise the programme


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Process of career planning

1. Analysis of individual skills, knowledge, abilities, aptitudes,etc.

2. Analysis of career opportunities both within and outside theorganizations.

3. Analysis of career demands on the incumbent in terms ofskills, knowledge, abilities, aptitude, etc; and in terms ofqualifications, experience and training received, etc.

4. Relating specific jobs to different career opportunities.

5. Establishing realistic goals both short -term and long - Term.

6. Formulating career strategy covering areas of change andadjustment.

7. Preparing and implementing action plan including acquiringresources for achieving goals.


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Suggestion for effective

career development

1. Challenging initial job assignments.

2. Job positioning.

3. Dissemination of career option information.

4. Career counseling.

5. Career development workshops.

6. Continuing education and training.

7. Periodic job changes.


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Essentials to make career planning successful

1. Top management support.

2. Expansion

3. Clear goals

4. Motivated & hand working staff5. Proper selection

6. Proper age balance

7. Management of career stress

8. Fair promotion policy

9. Internal publicity

10.Continuity


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Career counseling

Career Counseling is necessary to employees to reduce

Problems and stress on work and perform and cope better.

Counseling is an exchange of ideas and feelings between twopeople. It tries to improve organizational performance byhelping the employees to cope with problems.

Various types of counseling methods are used according

to degree of problems. Directive counseling, non-directivecounseling and participative counseling. These methods are

used depending upon the problem, employee, situation,

availability and ability to employ professional counselors.


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Objectives of career counseling

1. To provide guidelines that helps an individualto understand himself more clearly and develop

his own thinking and outlook.

2. To help individuals achieve and enjoy greaterpersonal satisfaction and pleasure.

3. To enable individuals to study the immediate

and personal world in which they live.4. To help individuals understand the forces anddynamics operating in a system.


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Need for career planning.career planning is necessary due to following reasons.

To attract competent person and to retain them in the

organization.

To provide suitable promotional opportunities.

To enable the employees to develop and make them ready to

meet the future challenges.

To increase the utilization of managerial talent within the an

organisation.

To correct employee placement.

To reduce employee dissatisfaction and turnover.

To improve motivation and morale.


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Advantages of career planning and developmentFor individuals:

1. The process of career planning helps the individuals to have the knowledge of

various career opportunities, his priorities etc.

2. It helps the organisation to identify internal employees who can be promoted.

3. Internal promotions and up gradations and transfers motivated the

employees, boost up their morale and also result in increased job satisfaction.

4. Increased job satisfaction enhances employee committement and creates a

scene of belongingness and loyalty to the organization.

5. Employee will await his turn of promotion rather than changing to another

organisation. This lowers employees turnover.

6. It improves employees performance on the job by tapping their potential

abilities and further employee growth.

7. It satisfies employees esteem needs.


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Limitations of career planning

1. Dual career families.

2. Low ceiling careers.

3. Declining career opportunities.

4. Career and life issues

5. Downsizing /delayering and careers.


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Succession planning

Meaning

A succession plan to fill key positions over time isessential for the survival and success of an organization.

The purpose of succession planning is to identify and

develop to replace current incumbents in key positionsin cases of resignations, retirement, promotions,growth, expansion and creation of new positions.Succession can be from within on from outside theorganization. Succession of people from within provides

opportunities to employees for progress in their careers.


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Definition

According to Cheryl Zimmerman, SuccessionPlanning is concerned with getting the right

number of people with right skills, experiences and

competencies in the right jobs at the right time


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Characteristics succession

planning

1. Balance between individuals and

organizations.2. Broadening experience by Lateral moves.

3. Roles not jobs.

4. Competencies.5. Links with business planning.


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Need of succession planning

1. An ongoing supply of well trained, experienced, well

motivated people who are ready and able to step into keypositions as needed is ensured.

2. A cadre of desirable candidates who are being integrated

into the organization with positive goals established for themindividually and educating them to the organizational culture

and processes.3. Alignment of the future needs of the organization with

the availability of appropriate resources within the organization.

4. Define career paths, which will help the organization

recruit had retain better people.

5. Positive goals of key personnel, which will help keepthem with the organization and assure continuous supply

of capable successors for each of the important position

included in the succession plan.


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Employee Retention

Retention strategy involves taking actions having both long-

term and short-term impact in retaining desired employees.

It indicate that both high and low achievers have higher quit

rates than average performers. While quitting by low

performers may not have an adverse impart on an

organization, quitting by high performers is a matter of serious

concern for an organization.

Therefore, an organization has to adopt a strategy to retain

high performers. An organization can take a number of

measures/adopt techniques to retain its employees.

These measures/techniques may be package for long-term

stay, retention bonus, intangible benefits, matching jobs and

individuals, employee relationship managements and

persuasion.


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Retention management strategiesOrganizations design and implement some of the following

strategies to retain employees:1. Offer competitive pay packages, benefits programme and social

security benefits as they work as golden handcuffs.

2. Maintain congenial human relations, interpersonal dynamics

and employee recognition programmes.

3. Provide continuous training and development programmes.

4. Provide efficient career planning and development

programmes.

5. Emphasize on succession planning and development.


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6. Take proactive measures to identify employee grievances,

dissatisfaction and frustration levels and employ corrective

measures.7. Use family involvement programmes, family welfare

programmes and family recognition programmes.

8. Employ measures to satisfy esteem needs and self

actualization needs of employees in addition to other needs.9. Develop the organization and its business in order to meet

employees growing demands and goals.

10. Encourage internal mobility and job change through

innovative practices.


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Career planning and development

Mr. Amar Potdar is a stenographer. Hi is working as P.A.

to production Manager in VICTO Ltd., Borivali, Mumbai400092. He is under graduate is 30 years, unmarried

and from a poor middle class family. However, he is

hardworking, reasonably intelligent, capable and also

career conscious. He joined the company not for jobbut for his career building and desires to be executive

like higher status, salary and challenging duties.


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Amar was performing his job honestly, sincerely andefficiently. His boss is satisfied with his work, Amir wants

to move to higher positions in this organization. His bossis aware of the ambition of Mr. Amir and has a genuinedesire to help him to learn, to grow and to build up hiscareer within a short period.

Two years ago i.e. in June 199, one of his friends inBorivali started evening classes for external degree ofMumbai university (distinct education). Amar joinedevening batch which starts at 7 p.m. and functions upto10 p.m. Amar is able to go regularly to the tuition class

as his office hours are from 10.30 a.m. to 6.00 p.m. hisboss has agreed to relieve Amar for his class by 6.00 p.m.on all working days. He also offered some financial helpto Amar for his higher education.


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Mr. Amar passed B.com examination with first class

(with specialization in accounts) in 1997. Thereafter, he

continued his education and took law degree. This ishow, he joined as undergraduate and got additional

qualifications i.e. degrees in commerce and law diploma

in marketing management.

In 2001, Mr. Amar thought that his companymanagement will consider his qualifications, loyalty to

the organization and efficiency in work and will give him

opportunity for advancement in the executive position.

He waited for more than one year for positive responseform the management. His boss also recommended his

name to higher position due to his qualifications and

career consciousness.


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Mr. Amar wanted higher position in his company as the

company (particularly his boss) has given him certain

facilities and concessions, when all hopes forpromotion/executive position proved false, Amar got

angry/annoyed and restless. He felt that there is no

appreciation of his loyalty and education and that the

company is unfair to him. He also started applying forhigher position in other organization at higher position.

His boss and co-employees felt very sorry for his joining

the other company. However, the general opinion was

that Mr. Amar had no alternative but to leave thecompany for better prospects, his colleagues also felt

that Mr. Amar is not a loser but the company (VICTO

Ltd.) is loser in the real sense.


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Questions:

1. Do you justify the decision (of leaving the company)

taken by Mr. Amar?2. Who is at fault in the above noted case Mr. Amar orthe company or its manpower planning policy?

3. Explain briefly how total negligence of personal

achievement of individual employees leads to frustrationand demoralization of employees. Make specialreference to Mr. Amir.


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Bibliography

The information provided in this presentation is

taken from1. Human resource management book

by Aruna deshpande.

2. Human resource managementby C.BMamoria

S.V Gankar

3. Wikipedia

4. Website:-

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