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Career Planning and Development

The document discusses career planning and development, outlining five career stages from exploration to decline. It also discusses the benefits of career planning for both employees and organizations, including an explicit career path and increased productivity. The career planning process involves assessing organizational needs and opportunities. Career development focuses on preparing employees for future roles and involves career counseling, developing competencies, and providing support for groups needing special attention. The document also covers succession planning and employee retention techniques.

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Kinjal Vora
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53 views

Career Planning and Development

The document discusses career planning and development, outlining five career stages from exploration to decline. It also discusses the benefits of career planning for both employees and organizations, including an explicit career path and increased productivity. The career planning process involves assessing organizational needs and opportunities. Career development focuses on preparing employees for future roles and involves career counseling, developing competencies, and providing support for groups needing special attention. The document also covers succession planning and employee retention techniques.

Uploaded by

Kinjal Vora
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Career Planning and Development

 An individual joins an organization not just for a job but for a career.

 Concept of Career

- Advancement in life especially advancement in profession.

- A sequence of positions occupied by a person during the course of his life time.

Career Stages

1. Exploration stage.

2. Establishment stage.

3. Mid career stage.

4. Late-career stage.

5. Decline stage.

CAREER STAGES

Age (years)
I Exploration Stage

• It is career stage that usually ends in one’s mid-twenties as one makes a transition from formal education to
work.

• A person forms his attitude towards work and dominant social relationship patterns.

II Establishment Stage

• It is the period in which one begins to search for work and gets one’s first appointment.

• This stage is characterized by making mistakes and learning from those mistakes.

• The establishment stage ends when the individual has made his mark in the organization.

III Mid-Career Stage

• Mid-career stage is marked by a continuous improvement in performance, leveling off in performance or the
beginning of deterioration of performance depending on the nature of the individual and the organization.

 High flying type.

 Bed-rock type.

 Maladjusted type.

IV Late Career Stage

• It is a phase in which individuals are no longer leaning about their jobs.


• They may gradually cease interest in their jobs and shift to other avenues like family affairs, social affairs etc.

V Decline Stage

• It is the stage in which an individual thinks of retiring from the job.

• Decline stage is in particular difficult for high performers.

• It can be seen from two perspectives

 Individual’s point.

 Organization’s point.

- Organizations are as much responsible for career planning for employees as the employees themselves are.

 Benefits of Career Planning to Employees

- Explicit Career path.

- Focused Self-development.

- Increased productivity.

 Career planning benefits to organization

1. Assured availability of Talent.

2. Attracting and retaining Talent.

3. Promoting Organizational Image.

4. Protecting interests of Special Groups of Employees.


CAREER PLANNING PROCESS

Organizational needs and


opportunities

Career Development

- While career plan sets career path for an employee, career development ensures that the employee is well
developed before he moves up the next higher ladder in the hierarchy.

- Career development focuses on future opportunities, it is essentially a


long term orientation

Career Counseling in Career Development Programs

 Counseling is interpersonal discussion with an individual who has a problem with emotional
content in order to help him cope better.

1. To provide guidelines for self-understanding.

2. Develop positive thinking.

3. To help employees understand organizational dynamics.

4. Greater personal satisfaction.

Career Development

 Career Development Programmes benefits to Employees

1. Development of Competencies.

2. To help in developing motivation.

3. To help in overcoming frustration.

4. To develop mental health.

 Groups needing special attention in Career Development Programmes

1. Women Employees.

2. Dual income families.

3. Schedule caste/tribe.

4. Late career employees.

5. Ex-servicemen.

6. Physically impaired personnel.


Succession Planning

 Succession refers to coming into another’s place or position fallen vacant or likely to fall vacant in near
future.

1. Positions for which successors are needed.

2. Identification of Successors.

3. Grooming of Successors.

Employee Retention Techniques

 The quality of the supervision an employee receives.

 Giving employees freedom to speak his or her mind .

 Talent and skill utilization.

 Perception of fairness and equitable treatment

 Opportunities to learn and grow in their careers, knowledge and skill

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