CAREER DEVELOPMENT PLAN

Presented byMr. Shyam Fardale

2

Career◦ The series of work-related positions a person

occupies through out life. Organization-Centered Career Planning

◦ Focuses on jobs and on identifying career paths that provide for the logical progression of people between jobs in the organization.

Individual-Centered Career Planning◦ Focuses on individuals’ careers rather than in

organizational needs.

Careers

3

Career planning is not necessarily about a steadily upward progression.

Career planning must be flexible. Some type of planning must be undertaken. People with diverse interests and aspirations find a

place in Business.

A few important concepts

4

“manage your own career, or let change manage it for you”

Opportunities exist for new career paths for Eger professionals.

Develop a network of professional contacts, including mentors.

Become a member of professional committees.

Professional Opportunities

Individual Career PlanningCareer Planning is now the primary

responsibility of individuals.

Individual Career Planning Process

Self-Assessment

Explore Information

Explore Opportunities

Make Decision

Action Plan

Audit Results

Individual Career Planning Process

Self-AssessmentStep 1: Self- AssessmentProcess of gathering information about self in order to make an informed career decision

What are my motivating skills, interests & values?

What new learning do I want?

What work-life role do I want?

Which work environment am I most suited to?

Explore InformationStep 2: Explore InformationProcess of assessing the data gathered about self and exploring it with an open perspective

How do I consolidate my self-assessment information?

How do I use self-assessment data to develop options?

Are these options compatible with my lifestyle?

Do I have any barriers/constraints at this point?

Individual Career Planning Process

Explore OpportunitiesStep 3: Explore OpportunitiesGathering career information which includes- employment outlook, salary, education, training & job duties

What work-life options are available to me?

Who can I ask for guidance?

How can I check my work-life options?

Individual Career Planning Process

Make DecisionStep 4: Make DecisionProcess of decision-making for future career option

Has the technique been adopted by me for deciding on my career option a valid one?

Who will listen to me and assist me with my decision making ?

Individual Career Planning Process

Action PlanStep 5: Action PlanDevelop the steps needed to take in order to reach your goals

Have I planned what I need to do now and later?

What support is available to me to assist me in making it happen?

How do I market myself?

What should I put in my resume?

Do my interviewing and negotiating skills need improving?

Individual Career Planning Process

Audit ResultsStep 6: Audit ResultsBy working through the earlier steps develop a better understanding of ones career situation and audit the results

Have my expectations been met?

Are the results beneficial to me?

What can I do to retain the benefits

What have I learnt from the transition process?

Individual Career Planning Process

Individual Career Planning

Organizational Career Development

Your career is not a matter of chance- it is a matter of choice.

It is not to be waited for, but to be achieved.

According to Splete

“Career development is an on-going process that occurs over the Work life span; includes home, Organization and community experiences”.

Is an on-going process. Develop and share transferability of skill and competencies. Increased satisfaction of employees. Fulfill present and future leadership roles within an organization. Professional work culture in the organizations. Example:- Career Pathing. Pension plan

Definition

Organizational Career Development

Is the process of Development one’s work life and involves evaluating abilities and interests, considering alternative career opportunities, establishing career goals, and Development practical development activities.“Organizations have their own vision and individuals their own aspirations. Alignment of both create a win-win situation and the lack of such alignment can create movement in haphazard directions leading to loss of productivity, morale, etc.”

Types Of Career Programmes

Career Pathing

Career Counseling

Human Resources Development

Management Faculty Development Programme

Training

Special Programmes (VRS, Deputation, Death, Retrenchment, Pink Slips)

Organizational Career Development

Informing employee’s of career opportunities throughout the corporation & encouraging qualified employees to seek the coveted positions.

Formula for success- 4E’s + 1E ( Envision, Energize, Execute, Edge +

Ethics)

Return to India cultural program.

Case: Innovative Career Plan at Motorola India

Career management plan based on performance & potential.

Reward’s philosophy

Performance culture- “Pay for Performance” Philosophy

Training & development

Case: Innovative Career Plan at Motorola India

HR Policies

Health Program: Preventive health subsidy Wellness & health services Provident fund plan

Recognition Programs: Lump sum award recognition

Case: Innovative Career Plan at Motorola India

The executive career development programme of HSBC in India- four and half year period.

Training on various aspects of banking by projects.

The executive trainee development programme- intensive 7 week course at HSBC group training facility in U.K.

Case: Innovative Career Plan at HSBC

Training gives appreciation of HSBC’s organization’s, products & services.

Objective of programme- to provide a perfect blend of formal training & informal activities to equip them with the skills.

Case: Innovative Career Plan at HSBC

Employer’s Role:- 1) Communicate mission, policies and

procedures.2) Provide training and development

opportunities including workshops.3) Offer a variety of career paths.4) Provide mentoring opportunities to support

growth and self direction.5) Provide employees with individual

development plans.

Employee’s and Employer’s Role in career Development

Cont… Recommendation For The Employer:

Provide employer with the tools & opportunities to enhance their skills.

Create an environment for continuous learning by supporting & rewarding employee development & learning.

Provide opportunities for self-assessment.

Provide opportunities for additional training, including orientation & training.

Have managers trained as coaches & mentors to assist employees.

Employee's Role:-1) Accept responsibilities for his career.2) Assess his interests, skill and values.3) Seek out career information and resources.4) Utilize development opportunities.5) Talk with his manager about your career.6) Follow through on realistic career plans.

1) Helps in developing skills and competencies of employees.

2) Facilitates the Acquisition of Requisites for Organizational Excellence.

3) Develops and Creates Pool of Talented People.

4) Develops a talent management system.

Importance

Advantages Of Career Development For Individuals: Knowledge Of Various Career

Opportunities, his Priorities Etc.

Internal Promotion ,Up gradation And Transfers

Improves Employee Performance

For Organizations: Availability Of Human Resources It Ensures That The People

Belonging To Backward Communities Get Equal Opportunities For Growth And Development.

Enhances Cultural Diversity Promote Organizational Goodwill

Advantages Of Career Development

Results Of Career Development More realistic approach of what is

expected of them Supervisory roles in career counseling

are clarified Personal career Development ability

is increased Human Resource Systems are

effectively utilized.

THANK YOU..!