8/3/2019 Career Planning 2003
1/19
CAREERPLANNING
8/3/2019 Career Planning 2003
2/19
What is Career?A career can be defined as all the jobs
held by a person during his working life.
It consists of a series of properly
sequenced role experience leading to an
increasing level of responsibilty, status,
power and rewards.
8/3/2019 Career Planning 2003
3/19
What is Career Planning?Career planning is the process ofestablishing career objectives and
determining appropriate educational anddevelopmental programs to further
develop the skills required to achieve
short- or long-term career objectives.
8/3/2019 Career Planning 2003
4/19
Need for Career PlanningFacilitate effective development of availabletalent.
Attract competent persons and to retain them inthe organization.
Enable the employees to develop and take themready to meet the future challenges.
Ensure better utilization of managerial reserveswithin an organization.
Reduce employee dissatisfaction and turnover.Improve motivation and morale.
Achieve higher productivity and organisationdevelopment.
8/3/2019 Career Planning 2003
5/19
AdvantagesThe process of career planning helps theindividual to have the knowledge of variouscareer opportunities, his priorities etc.
Efficient career planning and development
ensures the availability of human resources withrequired skill, knowledge and talent.
The efficient policies and practices improve theorganizations ability to attract and retain highly
skilled and talent employees.The career plan continuously tries to satisfy theemployee expectations and as such minimizesemployee frustration.
8/3/2019 Career Planning 2003
6/19
DisadvantagesDual career families
Low ceiling careers
Declining career opportunities
Downsizing/Delayering and careers
8/3/2019 Career Planning 2003
7/19
Stages of Career PlanningKnowing Yourself -thinking about what we wantfrom work and what we haveto offer.
Exploring Your Options -finding out about options.
Making Decisions - focusingon the most suitable options,choosing a career goal and
working out how to make ithappen.
Moving On - acting on ourdecision and coping with
change
8/3/2019 Career Planning 2003
8/19
Traditional career stages-EXPLORATION STAGE-
is the first traditional career stageInvolves identifying interests and opportunities.
ESTABLISHMENT STAGE-
Involves creating a meaningful and relevant role inorganization.
MAINTAINENCE STAGE-
Involves optimizing talents or capabilities.
DISENGAGEMENT STAGE-
Involves the individual gradually beginning to pull away
from work in organization.
8/3/2019 Career Planning 2003
9/19
o e o cen urycareers-Suggests a progression of career stages.
Focuses more on career age.
Directly incorporates the premise of multiple careerstages.
Describes career stages as-
1. EXPLORATION
2. TRAIL
3. ESTABLISHMENT
4. MASTERY
5. EXPLORATION
EXPLORATION-
Involves questions about ones self identity.
These questions influence decisions about exactly whatcareer someone plans to enter.
8/3/2019 Career Planning 2003
10/19
o e o cen urycareers-TRAIL STAGE-
Career chosen
Person begins to build on that career.
Some issues emerge such as trying to establish properbalance between work and family life.
ESTABLISHMENT STAGE-
Individual must deal with the potential tradeoff betweenworking hard to build and advance a career andestablishing lasting relationships with others.
MASTERY STAGE-
Gain complete knowledge about your job.
Can deal with issues such as above in better way.
8/3/2019 Career Planning 2003
11/19
o e o cen urycareers-EXPLORATION STAGE- (second level)
Take the person away from above career into new one.
Person reaches mid career point.
Questions about the worth of continuing to work onones career emerge.
New questions about self identity emerge some times
leading to mid-life crisis.
8/3/2019 Career Planning 2003
12/19
Classification of CareerCareer can be of three sub-types:
Monolithic Career
Cadre CareerInter governmental
There can also be two other concepts ofcareer depending on the limitations onentrance or the norm of recruitment:
Closed career:Monasteric system
Open career:Multi-level induction
8/3/2019 Career Planning 2003
13/19
Classifiaction of Career SystemRank-in-job:
Focus is on the assignments, the jobto be performed and 'the fitting of anindividual into the job.
Rank-in-corps:
Focus is on the person
8/3/2019 Career Planning 2003
14/19
STEPS FOR CAREER PLANNING1.Recruitment:
There is an attempt at perfect matching ofpeople and job.
2.Promotions:Related to the tomorrows of theorganization.
The whole system of promotion, owes itsrationale to two important factors:
a. Personnel factors
b. Organizational factors
8/3/2019 Career Planning 2003
15/19
3. Retention:
Apart from the promotion system, theemployees' retention programmes policymust cover all other compensationpackages, including salary, bonus, wages
etc., which are financial in nature. Non-financial compensation covers thesatisfaction that a person receives byperforming meaningful job tasks or from
the physical and psychologicalenvironments in which the job isperformed.
8/3/2019 Career Planning 2003
16/19
Reasons for Career PlanningDesire to develop and promote employees
from within
Shortage of promotable talent
Desire to aid individual career planning
Strong expression of interest byemployees
Desire to improve productivity
Employment equity/diversity programcommitments
Concern about turnover
Desire for a positive recruiting image
8/3/2019 Career Planning 2003
17/19
Relation to HRM Function
8/3/2019 Career Planning 2003
18/19
Elements of Career PlanningProgramsIndividual assessments of abilities,interests, career needs, and goals
Organizational assessments of employees
abilities and potentialCommunication of information aboutcareer options and opportunities with theorganization
Career counseling to set realistic goalsand plan for their attainment
8/3/2019 Career Planning 2003
19/19
THANK YOU
Top Related