Assignment

Submitted By
Name: Srijoni Chaki
Roll No.: 13
Session: 2021-2023
Name of Programme: PGDM HRM
Trimester: 3
Subject: INDUSTRIAL RELATIONS 2
 Career planning and career developments are essential ingredients of HRD systems

Career Planning and Development is the process of selecting career goals, providing a path to
those objectives, and taking personal steps to accomplish those goals. Effective HRM
encompasses career planning, career development and succession planning. An organization
without career planning and career development initiatives is likely to encounter the highest
rate of attrition, causing much harm to their plans and programmes. Similarly without
succession planning managing of vacancies, particularly at higher levels, become difficult.
There are examples of many organizations that had to suffer for not being able to find a right
successor for their key positions. With the increase scope for job mobility and corporate race
for global headhunting of good performers, it is now a well established fact that normal
employment span for key performers remains awfully short.

The term career planning and career developments are used interchangeably in most of the
organizations. It is also correct that but for their subtle difference in the definitional context,
their process remains the same.
Career planning generally involves getting to know who you are, what you want, and how to
get there.  Keep in mind that career planning is a continuous process that allows you to move
from one stage to another stage as your life changes.  You may even find yourself going back
to look at who you are again after exploring how to get there.  Learning to negotiate the
career planning process now is essential, considering most people will change careers several
times in a lifetime. If a career plan is to be effective, it must begin with an objective. When
asked about career objectives, most managers will probably answer by saying that they want
to be successful. What is success? Definition of success depends on personal aspirations,
values, self-image, age, background and other different factors. Success is personally defined
concept. In order to plan your career, you need to have an idea of what constitutes career
success.

Career development is an
ongoing process. Once you
have set certain goals for
yourself you can start working
on career management. Career
development can help you
keep track of where you see
yourself in your career
trajectory in order to achieve
growth, sustainability, new
skills, constant learning in
your career, career planning,
and development.
Career Development Example
Imagine a person working in an organization in delivery department. The responsibilities
include delivery packages and picking up return requests. Over time after becoming and
expert the person decided to learn order management and starts training for it within the
organization and learns the skills. He takes a role in another organization and enters the order
management and delivery domain hence rising in the career.

Few years in the role, the person understand the supply chain management and warehouse
management quite well and in the same organization moves as a manager in the supply chain
department and keeps acquiring more skills in the SCM department. This is an example of
how a person can develop career over the years by acquiring new skills through experience
and training and can move to different roles within the organization or with other
organizations.
Hence, this concludes the definition of Career Development along with its overview.
The following are the primary goals of career planning and development:

1. Employees’ favorable attributes must be identified.

2. To raise awareness of each employee’s uniqueness.
3. Recruiting skilled personnel for the company.
4. Employees should be trained in team-building skills.
5. To develop appropriate coping mechanisms for dealing with disputes, emotions, and
stress.
6. To respect the feelings of other employees.

Basically there are 6 Career Planning Steps . they are Investigate Your Career Options, Carry
out field research, Determine Your Job Objective, Establish Your Credentials and Resume,
Get Ready for a Job Search, Begin Looking for Work. Career planning is necessary for the
achievement of professional development goals. The technique enables people to fulfil their
full potential based on their talents and to be more happy if they achieve their goals as a
result of careful preparation. Career Development Stages — There are five major stages in
career development: exploration, establishment, mid-career, late career, and decline. 

Importance of Career Planning and Development

1. Attract and Retain Talent- Career Planning and Development helps to attract and retain
talent of the employees by offering them the careers not jobs. The HR Managers helps
Employees by giving them the complete roadmap to take their Career to the next level by
giving their best. In this case, both company and employee fulfil their benefits

2. Achieve Better Productivity- Another reason why Career Planning and Development is
important is because it helps you in doing things in which you are good at. If You do the
work in which you don’t have interest then you can’t give your best. But If You do things in
which you are good at, your productivity will automatically get increased.
3. Reduce Employee Turnover- In an Average Size Organization, HR Manager knows about
mostly all the Employees Strength, Weakness. That's why, HR Manager helps them in
shaping their career in that field in which they can give their Best. Due to this, employees
turnover will automatically get reduced.

4. Improve Employee Morale and Motivation- When the Employees do the work in which
they are good at, then it will automatically improve their Morale and Motivation. Their
Boredom to the work will be converted into the interest and creativity to grow their career
more effective.

5. Meet the Immediate and Future Needs of the Organization- Just Shaping the Career of the
Employee is not only the Company Objective. But it should also meet the Immediate and
Future Needs of the Organization on the timely basis. The one who loves to do their work can
be retained for a longer time than the other employees. That will meet the Company Present
as well the Future needs.

The career planning process involves the following steps:

1. Identifying individual needs and aspirations: Most individuals do not have a clear cut idea
about their career aspirations, anchors and goals. The human resource professionals must,
therefore, help an employee by providing as much information as possible showing what kind
of work would suit the employee most, taking his skills, experience, and aptitude into
account. Such assistance is extended through workshops/seminars while the employees are
subjected to psychological testing, simulation exercises, etc.
2.  Analyzing career opportunities: Once career needs and aspirations of employees are known,
the organization has to provide career paths for each position. Career paths show career
progression possibilities clearly. They indicate the various positions that one could hold over
a period of time, if one is able to perform well. Career paths change over time, of course, in
tune with employee’s needs and organizational requirements. While outlining career paths,
the claims of experienced persons lacking professional degrees and that of young recruits
with excellent degrees but without experience need to be balanced properly.

3. Aligning needs and opportunities: After employees have identified their needs and have
realized the existence of career opportunities the remaining problem is one of alignment. This
process consists of two steps: first, identify the potential of employees and then undertake
career development programmers with a view to align employee needs and organizational
opportunities.

4. Action plans and periodic review: The matching process would uncover gaps. These need to
be bridged through individual career development efforts and organization supported efforts
from time to time. After initiating these steps, it is necessary to review the whole thing every
now and then. This will help the employee know in which direction he is moving, what
changes are likely to take place, what kind of skills are needed to face new and emerging
organizational challenges

Individual Career Planning and Career Development Initiatives in HRM -

1. Performance- This is the foremost initiative which an individual has to show by

themselves. It can’t be done by forcing others. If you do the work which you like to do then
you can give your best in your performance otherwise it can be a difficult one.
2. Exposure- Exposure is another one Initiative for Career Planning and Development in
HRM. It doesn’t matter how much you are doing the hard work. But without the proper
exposure of the market, you can’t give yourself the proper direction to achieve your goals. It
doesn’t mean the hard work alone can’t do anything. But with the Compilation of both your
Hard Work and Exposure can accelerate your journey faster to achieve the goals.
3. Networking- The another initiative which is also important for developing your career is
the networking with the same people in your niche. Networking can give you the advantages
of knowing some extra trips and tricks from the successful people in their niche. It’s because
they are the ones who have personally experienced the journey in which you are getting into
it.

4. Loyalty to Career- Loyalty is also a big factor. Your loyalty to career defines your
dedication that how ready you are to sacrifice for your goals. It doesn’t matter whatever
everyone says about you, what matters is what you think about yourselves. If You think you
are not made for the work which you are doing right now. Then, you can’t be loyal to your
career.
5. Mentor and Sponsor- This is the initiative you can opt for if you want any mentor and the
sponsor to give you career direction. Whenever we choose any career, we enter there by
inspiring from others. If We select anyone as the mentor and go according to their directions.
Then, the journey to achieve your goals can be very much easy.
6. Expand Ability - When You decide to achieve something big, you also have to expand
your ability. You have to think out of your box.

Similarly, there are also Organizational Career Planning and Career Development
Initiatives in HRM -

1.Self-Assessment Initiative- Self Assessment is conducted by the HR Team in the

organization. This initiative refers to know the strengths and weaknesses of the employees to
know them better.
2. Individual Counselling- Individual Counselling is a method of helping those people who
have any personal, workplace problems which is stopping them to give their best on the
work.
3. Employee Assessment Program- This program provides the employees the Professional
Support to help them with any concern or problem. In this, the HR Team looks for both
personal and workplace problems. You know the fact that the personal problems can
drastically affect the workplace performance.
4. Employee Development- Employee Development comprises of giving the training and
development to the Employees to become more expertise in their career. This is helpful for
both organization and employee. Employee is getting free training and development to
achieve their career goals. Along With that, Organization is getting a well-developed
employee nurtured and prepared by themselves.
 References :
1. Piplani. J. (2019). Career Planning and Development in HRM- Importance, Process,
Stages.

2. Prajapati. S. What is career development?

https://www.businessmanagementideas.com/human-resource-management-2/career-
development/what-is-career-development/20203
3. MBA Skool Team. (2021). Career Development Meaning, Importance, Steps &
Example.

Acknowledgement
First and foremost, praises and thanks to the God, the Almighty, for his showers of blessings
throughout the assignment work to complete it successfully. I would like to express deep and
sincere gratitude to our professor, Dr. Kumar Mohit Spring, for giving us the opportunity to
do this assignment and providing invaluable guidance throughout it. It was a great privilege
and honour to work and study under his guidance.