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Lesson: 21
Contents:
• Definition of Competency
• Competency Mapping
• Career –Processes and life stages
• Career Planning – Meaning, need, process, prerequisites,
advantages and limitations
• Tips for effective Career Development
• Succession Planning
• Case Study
Competency
Competency Mapping
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Leadership
Continuous Customer
Competencies
Improvement Service
Team/ Negotiations
Relationship
Building
COMPETENCIES - HR - MANAGEMENT
MANAGING CONSULTING
WITH
RESPECT
MANAGEMENT PLANNING /
EXECUTION PRIORITY
COMPETENCIE
IMPLEMENTATI SETTING
S
ON
ANALYTICAL
COMMUNICATI SKILLS / SECISION
MANAGING
DEVELOPING
PEOPLE
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COMPETENCIES - HR - FUNCTIONAL
INFORMATIO STAFFING
COMPENSATI
NMANAGME
EMPLOYEE
EDUCATION & RELATIONS
TRANNING
LABOUR
RELATIONS
60
Leadership
Management
Mix of Competencies Demonstrated
50
40
30
20
10
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C A R E E R PL AN N IN G & G R O WT H O PP OR T U N I TI E S
M a np ow er plan nin g is a n imp or tant ad jun ct of b u sin es s p lann ing or co rp or ate plan nin g. T her e can no t
b e effe ctive ma np ow er plan nin g if th ere is inef fectiv e care er plan ni ng in th e or gan is ation . C ar eer
p la nn ing is an i nteg ral par t of m anp o w er pla nn ing . Ca reer p lan nin g is c ho os ing an o ccu patio n,
k eepin g in view o ne' s re so ur ces a nd e nv ir on me ntal co nd ition s. Car eer p lan ning is n ot an even t or an
en d in its elf, bu t a pr oce ss w hich req uir es co ntin uo u s ex amin atio n of th e go al; the s trateg ies to b e
ch os en ; th e re sou r ces a nd lim itation s o n th e par t of th e in div idu al; th e o rga nis atio n an d th e
en vir on men t. Th is i s aim ed at -
to i mpr ov e the p erf orm an ce of s u bor di nates in th eir pr es ent jo b in ter ms of re su lts to be
ac com plis he d;
to p rep ar e e mpl oy ees to accep t in crea s in g r es po ns ibility i n their pr es en t job ;
to h elp s u bor d in ates to g row an d d eve lop f or h igh er lev el job s .
C are er plan nin g is bas ically an in div idua l's r es po n sib il it y. H ow ev er, in th e o rg anis atio nal co nte xt, i t
is the o rga nis ation 's res p on sib ility to g uid e and dir ect the em plo ye es to d ev elop a nd u tilize their
k no w led ge, a bilities an d res ou r ces to w ard s o rg anis atio n d evel opm en t a nd e ffectiv en es s. E mp loy ee' s
g oals hav e to b e a pp ro pr ia tely in tegra ted w ith org an isatio na l g oa ls. T he o rg anis atio n mu s t p ro vid e
car eer co un s elling ser vice s.
BASIC STAGES :-
EXPLORATION INDIVIDUAL EXPLORES CAREER
1. ESTABLISHING
ALTERNATIVES & BEGINS TO
MOVE INTO THE ADULT WORLD
/IDENTITY(10-20)
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CAREER PLANNING IMPLIES HELPING THE EMPLOYEES TO PLAN HIS OR HER
CAREER IN TERMS OF HIS OR HER CAPABILITIES WITHIN THE CONTEXT OF
ORG. NEEDS
CAREER PLANNING DOES NOT IMPLY:
PREDICTING / ENVISAGING / ENSURING HIGHER POSITIONS FOR EACH
EMPLOYEE
ORAGANISATIONAL REALITIES GROWTH OR PROGRESSION
OPPORTUNITIES AT DIFFERENT PLACE IS DIFFERENT
- SOME PLATEAUS
- PYRAMIDAL HIERARCHY CAN NOT CREATE MANY POSITIONS
UNIFORM RATE OF PROGRESSION NOT POSSIBLE IN ALL DEPTTS / UNITS
COMPETENCE
PERFORMANCE FORECASTING
PREFERENCE
ORGANISATIONAL PERSONAL
PERSONAL ASSESSMENT ASSESSMENT
ASSESSMENT
INDIVIDUAL ORGANISATION
ABILITIES PERSONNEL NEEDS
DESIRES CAREER PATHS
POSSIBILITIES POSSIBILITIES
MATCHING
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COMPONENTS OF CAREER
PLANNING
ORGANISATION DESIGN /
HR PLANS
CAREER PLANNING
DEVELOPMENT POTENTIAL /
OPPORTUNITIES PERFORMANCE APPRAISAL
PROMOTION POLICY
So, dear students there is every need of learning about the meaning of Career Planning
and Development. So let us try to familiarize ourselves with the meaning of Career
Planning and Development
Meaning:
Career planning is the process by which one selects career goals and the path to these
goals. Career development is those personal improvements one undertakes to achieve a
personal career plan. Career management is the process of designing and implementing
goals, plans and strategies to enable the organization to satisfy employee needs while
allowing individuals to achieve their career goals. So, due to this career planning and
development is necessary to each and every employee in an organization. The need of
career planning and development is felt in each and every organization of today’s global
world.
So, in today’s session let us discuss the need for career planning in depth
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5. To correct employee placement.
6. To reduce employee dissatisfaction and turnover.
7. To improve motivation and morale.
Today’s class is intended for discussing the process of career planning and development.
Why in today’s modern global organizations’ the need for career planning and
development is given much importance? The process of career planning and development
is discussed below. So, after discussion of the process of career planning and
development, you all can know the importance of it.
I hope that every one is well versed with the career planning and development and it’s
importance. Now, you have to know what are the steps involved in career development
system.
There are four steps in establishing a career development system. They are:
1. Needs: -Defining the present system i.e. this step involves in the conducting a needs
assessment as in a training programme.
2. Vision: -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
interventions.
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3. Action Plan: -An action plan should be formulated in order to achieve the vision. The
support of the top management should be obtained in this process.
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Step 4: Results: Maintaining the change
I think and hope that everybody is well versed with career planning and development.
Now let us try to explore the pre-requisites for the success of career planning.
After learning about all the above things, we have to have a look on advantages of career
planning and development. Following are the advantages of career planning and
development:
Infact both individuals and the organization are going to benefit from career planning and
development. So the advantages are described below:
For Individuals:
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1. The process of career planning helps the individual to have the knowledge of
various career opportunities, his priorities etc.
2. This knowledge helps him select the career that is suitable to his life styles,
preferences, family environment, scope for self-development etc.
3. It helps the organization identify internal employees who can be promoted.
4. Internal promotions, upgradation and transfers motivate the employees, boost up
their morale and also result in increased job satisfaction.
5. Increased job satisfaction enhances employee commitment and creates a sense of
belongingness and loyalty to the organization.
6. Employee will await his turn of promotion rather than changing to another
organization. This will lower employee turnover.
7. It improves employee’s performance on the job by taping their potential abilities
and further employee turnover.
8. It satisfies employee esteem needs.
For Organizations: -
A long-term focus of career planning and development will increase the effectiveness
of human resource management. More specifically, the advantages of career planning and
development for an organization include:
Apart from advantages, there are some limitations. So, let us have a look at the
limitations of career planning?
Despite planning the career, employees face certain career problems. They are:
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2. Low ceiling careers: -Some careers do not have scope for much
advancement. Employees cannot get promotions despite their
career plans and development in such jobs.
3. Declining Career Opportunities: -Career opportunities for
certain categories reach the declining stage due to the influence
of the technological or economic factors. Solution for such
problem is career shift.
4. Downsizing/Delayering and careers: - Business process
reengineering, technological changes and business environmental
factors force the business firms to restructure the organizations
by delayering and downsizing. Downsizing activities result in
fixing some employees, and degrading some other employees.
There are some suggestions for effective career development. They are: -
Succession Planning
Professionally run organizations ask their managers to identify the internal employees
having potentialities and develop them in order to occupy their positions as and when
they feel vacant. However, it is necessary to allow the inflow of new blood also. Hence,
organizations should also search for outside talent in certain cases like when competent
internal people are not available, when major expansion, diversification and growth plans
are in offing, complete dependence on either internal source or external source not
advisable to any organization.
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The following two articles can know the importance of succession planning. These
articles highlight the importance of succession planning and highlights the challenges of
succession planning. ((GGooooggllee..ccoom m— —
hhttttpp::////ww w . b u s i n e s s . c o m/ d i r e c t o r y / ma n a g e me n t / c o
www.business.com/directory/management/corporate_governance/succession_plannn r p o r a t e _ g o v e r n a n c e / s u c c e s s i o n _ p l a n
iinngg// aanndd hhttp://w
ttp://ww ww .familybizz.net/article_sp.asp))
w.familybizz.net/article_sp.asp
Case:
“Your letter of resignation catches me by surprise,” began Mehta. “I know that Malhotra
products will be getting a good person, but we sure need you here, too.” “I thought about
it a lot,” said Rao, “but there doesn’t seem to be a future for me here.” “Why do you say
that?” asked Mehta. “Well,” replied Rao, “the next position above mine is yours. With
you being only 39, I don’t think it slightly that you’ll be leaving soon,” said Mehta.
“That’s why it’s even more of a shock to learn that you are resigning. I think I’ll be
moving to the corporate office in June of next year. Besides, the company has several
plants that are larger than this one, and we need good people in those plants from time to
time, both in quality control and in general management.” “Well, I heard about an
opening in the Daruhera plant last year,’ said Rao, but by the time I checked, the job had
already been filled. We never know about opportunities in other plants until we read
about incumbent in the company paper.”
“All this is beside the point now. What would it take to get you to change your mind?”
asked Mehta. “I don’t think I will change my mind now,” replied Rao, “because I have
given my word that I am going to join them.”
Questions
1. Evaluate the career planning and the development programme at this company.
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Competency
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Competency Mapping
• Competency Mapping is a process of
identifying key competencies for an
organisation and or a job and incorporate
those competencies through the various
process of the organisation
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Career Planning
Career Development
“Career Development is those personal
improvements one undertakes to achieve a
personal career plan.”
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Succession Planning
“Succession may be from internal employees
external people. Succession from internal
employees is advantageous to the
organisation as well as to the internal
employees. Organisation can by the
employees loyalty and commitment,
belongingness, shared feeling or
development along with the organisation
by promoting the internal employees”