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HUMAN RESOURCE MANAGEMENT

PRESENTATION ON CAREER AND SUCCESSION PLANNINGPRESENTED BY -:ASINE AMON SOY(03)RAHUL KUMAR(14)RISHAV(16)SUCHISMITA SHAURYA(23)

CAREERA career can be defined as all job occupied by a person during his working life. It consists of a series of properly sequenced role experiences leading to increasing level of responsibility, status, power and reward.

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CAREER ANCHORSThese are values that guide and stabilize a persons career after several years of real world experiences. Eight career anchorsManagerial competenceTechnical competenceSecurityCreativityAutonomyDedication to a causePure challengeLife style

STAGES IN CAREER

GROWTH: The early years (4 to 13 years old) is a time when the individual first becomes aware of the future. People start to find ways to develop competencies and to achieve in order to increase control over their life. EXPLORATION: From the early teens to mid-twenties,Different roles are tried and various occupational options are explored though school, leisure, part-time work and volunteering.

ESTABLISHMENT: In the mid-twenties through mid-forties, typically a suitable field is selected and efforts are made to secure a long-term place in the chosen career.MAINTENANCE -This stage usually happens in the mid-forties to mid-sixties. Sometimes people feel risk adverse with various career options which may lead to frustration or even depression.

DISENGAGEMENT The mid-sixties is typically marked by decelerating from formal employment to finding new roles with a view to retirement.

CAREER PLANNINGCareer planning is a process by which one selects career goals & the path to these goals. It involve designing an organizational system of career movement & growth opportunities for employees from the employment stage to the retirement stage.

OBJECTIVE OF CARRER PLANNINGAttract and retain talent. Use human resources properly and achieve greater productivity. Reduce employee turnover. Improve employee motivation. Meet the current and future human resource needs of the organization.

PROCESS OF CAREER PLANNINGIdentifying Individual Needs & Aspirations.Analyzing Career Opportunities.Aligning Needs & Opportunities.Action Plans

BENEFITS OF CAREER PLANNING

Career planning offers benefits to both the individual and the organisation. The employee has advance knowledge of available career opportunities.He or she can set appropriate career goals and plan to achieve them over a period of time. Organisations, too, can reward the efforts of those who are hardworking and talented.

Time Factor: Career planning is usually a long-term and time-consuming process.Unsuitable for Large Workforce: It may not be possible for organizations with a large workforce to develop individual career .Lack of Objectivity: Only those organizations which believe in strict observance of objectivity in promotion and transfers can succeed in career planning.Lack of Knowledge and Awareness: Career planning by an employee is essentially a self-management process.LIMITATIONS OF CAREER PLANNING

CAREER DEVELOPMENTCareer development is the process by which employees progress through a series of stages.

STEPS IN CAREER DEVELOPMENT STEP 1(NEEDS): This step involves, conducting a need assessment as training programme.

Step 2 (Vision) : The needs of the career system must be linked with the interventions.

Step 3( Action Plan) : An action plan should be formulated in order to achieve the vision.

Step 4 (Result) : Career development programme should integrated with the organizations on-going employee training & management development programme & they must be evaluated from time to time.EMPLOYEE DEVELOPMENT

EMPLOYEE DEVELOPMENTEmployee development: The combination of formal education, job experiences, relationships, and assessment of personality and abilities to help employees prepare for the future of their careers.

Development is about preparing for change in the form of new jobs, new responsibilities, or new requirements.

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SUCESSION PLANNINGMore than simply training younger employees, succession planning is about developing talent inside the organization as well as recruiting additional qualified candidates to join the staff.

PROCESS OF SUCCESSION PLANNING

REASON FOR SUCCESSION PLANNINGIdentify highly talented individuals.Promoting employee development.Refining corporate planning.Establishing the talent pool.

WHY SUCCESSION PLANNING FAILS?Candidates are arbitrarily identifiedNo strategic visionProblem in dealing big picturePromotion & employee aspirationsLack of transparency

GUIDELINE FOR EFFECTIVE SUCCESSION PLANNING

Customized to suit the need of the organization.Driven by the line function and not HR executives.Training & development.Take into account the culture of the organization.Consistent with the future strategic direction of the company.

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