Career Planning

The Concept of Career

Objective view: The Concept of CareerA career

may be defined as

all the positions occupied by a

person during his working life.

Subjective view: There is also a subjective element

in terms of

where a person is going in his or her career.

work lifein the concept of

Career planning
Features
Some of the important features of the term career may be stated thus:

(Sullivan; Miles; GreenHaus)

1. 2. 3.

A career develops over time It is the individual The important element in ones career is experiencing psychological success The typical career of a person today would probably include many different positions, transitions and organisations

4.

Career planning consists of activities and actions that you take to achieve your individual career goals
Career planning : An ongoing process Here You Explore your interest sand abilities Strategically plan your career goals Create your future work success by designing learning and action plans to help you achieve your goals.

CH-11 Career and Succession Planning

Career Stages
Stages in Career High Exploration Establishment Mid-career Late career Decline

Performance

From college to work

First job and being accepted

Will performance increase or begin to decline?

The elder statesperson

Preparing for retirement

Low

25

35 Age

50

60

70
Copyright 2010, VSP Rao

11 5

Human resource

Management (3rd Edition)

V S P Rao

Excel Books

Exploration
This is the career stage that usually ends in ones mid

twenties as one makes the transition from college to work .in this what we hear from our teachers ,friends and relations our own observation affect our career decision .

Establishment
This is the career stage where one begins the search

for work and picks up the first job . It includes the first experiences on the job ,peer group evaluations ,personal tensions and anxieties that confront a person trying to make his mark .this period is characterized by committing mistakes ,learning from those mistakes and assumed responsibilities .

Mid career
At this point one may continuo show to improved

performance ,you are no longer viewed as a learner .,if you are good enough you may grow and turn out good results .

Late career
This the stage where one relaxes a bit and plays the

part of an elder statesperson .for those who continue to grow through mid career stage this is the time to command respect from young employees .

Decline
During this period a persons attention may turn to

retirement .the achievements of a long career and the frustrations and the anxieties that go along with that phase are left behind .

Career Planning
How do People Choose Careers?
Studies show that four general individual characteristics influence how people make

career choices (Hall):

1.

Interests People tend to go after careers that they believe match their interests .

2.
3.

Self-image- A career is a reflection of a persons self image ,as well as a molder of it.
Personality-This factor includes a persons personal orientation (whether on venturous ,outgoing passive ) and personal needs (power achievement) Social backgrounds- socio economic status ,education , occupational status of a person s parent are covered in this category.

4.

Career Planning
Career Planning vs Human Resource Planning
Human Resource planning gives valuable information about

the availability of human resources for expansion, growth, etc.

On the other hand, career planning only gives us a picture of

who could succeed in case any major developments leading to retirement, death, resignation of existing employees.
Need for Career Planning Every employee has a desire to grow and scale new heights in his

workplace continuously.

Career planning
Objectives
1. 2.

Attract and retain talent by offering careers, not jobs. Use human productivity. resources effectively and achieve greater

3.

Reduce employee turnover.

4. Improve employee morale and motivation. 5.

Meet the immediate and future human resource needs of the organization on a timely basis.

Process of career planning in organizations

Process
1. Identifying individual needs and aspirations 2. Analyzing career opportunities 3. Aligning needs and opportunities 4. Action plans and periodic review

Process of career planning in organizations

Identifying individual needs and aspirations Most individuals do not have a clear cut idea about their career aspirations ,anchors and goals .The HR professional must help an employee by providing as such information .there fore an analysis must be done through objective assessment .this assessment is base on personnel inventory . Appraisal of employees is then carried out to identify the employees having the necessary potential for climbing up the ladder and are willing to be promoted and to take up higher responsibilities .

Process of career planning in organizations

Analyzing career opportunities
Once career needs and aspirations of employees are

known ,the organization has to provide career paths for each position career path show career progression possibilities clearly .

Process of career planning in organizations

Aligning needs and opportunities
After identifying the potential of employees certain

developmental techniques such as special assignments ,planned position rotation job enrichment ,understudy program me can be taken to update employee knowledge and skills .

Process of career planning in organizations

Action plans and periodic review

These need to be bridged through individual career

development efforts and organization supported efforts from time to time .it is necessary to find out how employees are doing what are their goals and aspirations whether the career paths are in tune with individual needs and serve the overall corporate objectives .

Career planning merits and demerits

Advantages
Benefits to Employee The employee has advance knowledge of career opportunities within

the company. He knows where he stands, where he wants to go, who is ahead of him, how to scale the corporate ladder. This helps him set his career goals more realistically and take appropriate steps to realize them.

Benefits to organization: Organizations can base their decisions more systematically. Fast tracks for stars could be arranged, training to slow movers can be provided, replacements can be planned in advance, hard-working, talented people can be retained through offering attractive career options and compensation plans; job assignments can be made based on merit, etc.

Career planning merits and demerits

Relations: Relations between the employer and

the employee would become more cordial; employee skills could be used properly; valued employees could be retained, there will be an expanded image of the company as a people developer.

Demerits
For small units (where there are opportunities for the vertical employees) it is not suitable.

very growth

few of

Several environmental factors such as government policy, laws of the land, reservation based on castes, regional pressures, union demands may upset career planning and development efforts.

Career Development
Individual Career Development
1. 2. 3.

Performance Exposure Networking Loyalty to career Key subordinates

4. Leveraging 5. 6. Mentors and sponsors 7. 8. Expand ability

Career development
Career development consists of the personal actions

one undertakes to achieve a career plan .the actions for career development may be initiated by the individual himself or by the organization

Organizational Career Development

Organizational Career Development

1. 2. 3.

Self-assessment tools Individual counselling Information services

4. Employee assessment programmes

5.

Employee developmental programmes

6. Career programmes for special groups

Organizational Career Development

Self-assessment tools Self assessment is the first step of the career planning process. It is the process of gathering information about yourself in order to make an informed career decision. A self assessment should include a look at the following: values, interests, personality, and skills.

Organizational Career Development

Individual counselling
Counselling that is direct, active, personal, and

focused on increasing the individual client's selfunderstanding and adjustment.

 Information services Agency or department responsible for providing

information on specific topics to an organization internal users. Job posting Skill Inventory Career path Career resource centre

 Employee assessment programmes

Several assessment programmes are used to evaluate

the employees potential for growth and development Assessment centers Psychological test Promo ability forecasts Succession planning

 Employee developmental programme

Training efforts that organizations use to groom their

employees for future vacancies ,seminars workshops job rotation .

 Career programmes for special groups

In recent years there is growing evidence regarding

dual career families developing .organizations are providing a place and a procedure for discussing such role conflicts and coping strategies.

 Effective Career Planning

1. 2.

Support Goals

3.

Reward performance

4. Placement 5.

Career paths

6. Continuous tracking 7.

Publicity

Career Development strategies followed by Indian companies

Ernst & Young (India)
The global consulting firm uses the same career

development methodology in India that it uses elsewhere .It seeks to align individual aspirations with organizational ,business and functional goals using the formal assessment system to check for skill gaps and career potential.

Career Development strategies followed by Indian companies

Hyundai Motor (India) Most executives working for this south korean car maker employees recruits from different industries who have been chosen on the basis of their track record .company aims to convert these managers into achievers for Hyundai .

Career Path

Career Path
A career path refers to the careers available to you after

you complete certain studies and entry-level jobs within a company.

Flexible line of progression through which an

employee moves during their employment with an organisation.. the way that you progress in your work, either in one job or in a series of jobs:

Career Path
Career Path: Possible directions and career

opportunities available in an organization; presenting the steps in a possible career and possible approaches to accomplishing them; lines of advancement in an occupational field within an organization. To assist employees/managers with the process of choosing a career , determining one's skills, interests and values, and relating those characteristics to the world of work. ---------

Career path

Example Alternative career path for a hotel Employee

Waiter Pantry worker Pastry cook Sauce cook Short order cook chef

New worker Host Storero om clerk

Assista nt Stewar d

Liquor storero om ste.w

Bevera ge manag er

Asst.Ba nquet Mang

Banqu etMan ager

Career path