Career Planning And Career Planning And DevelopmentDevelopment

Presented by:Presented by:Kauser NazKauser Naz

22ndnd Sem, MBA Sem, MBAH.M.S.I.TH.M.S.I.T

Presenting to:Presenting to:L.B.Rao SirL.B.Rao Sir

MBA Department,MBA Department,H.M.S.I.TH.M.S.I.T

Career planning: Career planning: Edwin B.Flippo defined a career as “a sequence of separate but Edwin B.Flippo defined a career as “a sequence of separate but

related work activities that provides continuity, order and related work activities that provides continuity, order and meaning in a persons life.”meaning in a persons life.”

Douglas T.Hall defined a career as “an individually perceived Douglas T.Hall defined a career as “an individually perceived sequence of attitudes and behaviours associated with work sequence of attitudes and behaviours associated with work related experiences and activities over the span of the persons related experiences and activities over the span of the persons life.”life.”

Need for Career Planning:Need for Career Planning: To attract competent persons and retain them in the To attract competent persons and retain them in the

organization.organization. To correct employee placement.To correct employee placement. To reduce employee dissatisfaction and turnover.To reduce employee dissatisfaction and turnover. To improve motivation and morale.To improve motivation and morale. To provide suitable promotional opportunities.To provide suitable promotional opportunities. To increase the utilisation of managerial reserves within an To increase the utilisation of managerial reserves within an

organization.organization.

Process of Career Planning And Development:Process of Career Planning And Development:Steps in Career Planning and Development include:Steps in Career Planning and Development include:1.1. Analysis of individual skills, knowledge, abilities, aptitudes etc.Analysis of individual skills, knowledge, abilities, aptitudes etc.2.2. Analysis of career opportunities both within and outside the Analysis of career opportunities both within and outside the

organization.organization.3.3. Analysis of career demands on the incubement in terms of skills and Analysis of career demands on the incubement in terms of skills and

qualifications.qualifications.4.4. Relating specific jobs to different career opportunities.Relating specific jobs to different career opportunities.5.5. Establishing realistic goals both short term and long term.Establishing realistic goals both short term and long term.6.6. Formulating career strategy covering areas of change and adjustment.Formulating career strategy covering areas of change and adjustment.7.7. Preparing and implementing action plan including acquiring resources Preparing and implementing action plan including acquiring resources

for achieving goals.for achieving goals.

Succession Planning:Succession Planning: Succession Planning is to identify, develop and make the Succession Planning is to identify, develop and make the

people ready to occupy higher level jobs as and when they people ready to occupy higher level jobs as and when they fell vacant. Succession may be from internal employees or fell vacant. Succession may be from internal employees or external people. Organizations appraise employee external people. Organizations appraise employee potentialities, identify training gaps for future vacancies, potentialities, identify training gaps for future vacancies, develop them for higher and varied jobs.develop them for higher and varied jobs.

Career Development:Career Development:Steps Involved in Establishing a Career Development System:Steps Involved in Establishing a Career Development System:There are four steps in establishing a career development system.They are:There are four steps in establishing a career development system.They are:1.1. Needs:Needs: This step involves in the conducting of a needs assessment as a training This step involves in the conducting of a needs assessment as a training

programme.programme.2.2. Vision:Vision: The needs of the career system must be linked with the interventions. An The needs of the career system must be linked with the interventions. An

ideal career development system known as the vision links the needs with the ideal career development system known as the vision links the needs with the interventions.interventions.

3.3. Action Plan:Action Plan: An action plan should be formulated in order to achieve the vision. An action plan should be formulated in order to achieve the vision. The support of the top management should be obtained in this process.The support of the top management should be obtained in this process.

4.4. Results:Results: Career development programme should be integrated with the Career development programme should be integrated with the organizations on going employee training and management development organizations on going employee training and management development programmes.programmes.

Career Development Actions:Career Development Actions: Job Performance:Job Performance: Employee must prove that his performance on the job Employee must prove that his performance on the job

is to the level of standards established, if he wants career progress.is to the level of standards established, if he wants career progress. Exposure:Exposure: Employees desire for career progress should expose their Employees desire for career progress should expose their

skills, knowledge, qualifications etc to those who take the decision about skills, knowledge, qualifications etc to those who take the decision about career progress.career progress.

Career Guidance:Career Guidance: Counseling provides information, advice and Counseling provides information, advice and encouragement to switch over to another career where opportunities are encouragement to switch over to another career where opportunities are better.better.

Advantages of Career Planning and Development For Advantages of Career Planning and Development For Individuals:Individuals:

1.1. The process of career planning helps the individual to have the The process of career planning helps the individual to have the knowledge of various career opportunities, his priorities etc.knowledge of various career opportunities, his priorities etc.

2.2. It helps the organization identify internal employees who can be It helps the organization identify internal employees who can be promoted.promoted.

3.3. It improves employees performance on th job by tapping their potential It improves employees performance on th job by tapping their potential abilities and further employee growth.abilities and further employee growth.

4.4. It satisfies the employees esteem needs.It satisfies the employees esteem needs.

Advantages of Career Planning and Development For Advantages of Career Planning and Development For Organizations:Organizations:

1.1. Efficient career planning and development ensures the availability of Efficient career planning and development ensures the availability of human resources with required skill. Knowledge and talent.human resources with required skill. Knowledge and talent.

2.2. The efficient policies and practices improve the organizations ability to The efficient policies and practices improve the organizations ability to attract and retain highly skilled and talented employees.attract and retain highly skilled and talented employees.

3.3. The career plan continuously tries to satisfy the employeees expectations The career plan continuously tries to satisfy the employeees expectations and as such minimizes employees frustration.and as such minimizes employees frustration.

4.4. Protecting employees interest results in promoting organisational Protecting employees interest results in promoting organisational goodwill.goodwill.

Recent Trends in Career Planning:Recent Trends in Career Planning: Organizations started using career planning as a technique of Organizations started using career planning as a technique of

retaining employees. Career planning should be designed such retaining employees. Career planning should be designed such that it not only provides multiple alternatives, but also helps that it not only provides multiple alternatives, but also helps them have their skills and widen their knowledge base.them have their skills and widen their knowledge base.

Organizations started viewing career plan as an opportunity Organizations started viewing career plan as an opportunity because a well designed career planning system will offer a because a well designed career planning system will offer a gamut of alternatives to employees. Instead of traditional gamut of alternatives to employees. Instead of traditional corporate ‘on the way up’ now there is this concept of multiple corporate ‘on the way up’ now there is this concept of multiple career paths, where employees are shown plentiful lateral career paths, where employees are shown plentiful lateral opportunities and employees are involved in their own career opportunities and employees are involved in their own career plan.plan.

In addition. Organizations rather than planning the career of In addition. Organizations rather than planning the career of the employees, concentrate on contract staff from employee the employees, concentrate on contract staff from employee leasing firms and body shoppers.leasing firms and body shoppers.

THANK YOUTHANK YOU