CAREER PLANNING AND

DEVELOPMENT

BY

ANIL KUMAR B

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CONTENTS…
INTRODUCTION
SCOPE AND SIGNIFICANCE
LITERATURE CITED
CAREER PLANNING
CAREER DEVELOPMENT
STEPS IN CAREER DEVELOPMENT SYSTEM
STEPS INVOLVED IN CAREER PLANNING
NEED FOR CAREER PLANNING
USING SWOT ANALYSIS IN CAREER PLANNING
STAGES IN CAREER DEVELOPMENT
CAREER COUNSELLING
LEARNING EXPERIENCE
CONCLUSION

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INTRODUCTION
What is career?

“Career as a sequence of separate but related work

activities that provides continuity, order and meaning
in a person’s life”.

Edwin B. Flippo

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Scope and significance
 HUMAN RESOURCE FORECASTING AND PLANNING.

 CAREER INFORMATION.

 CAREER COUNSELLING.

 SKILL ASSESSMENT TRAINING.

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Literature cited
 Essentials of human resource management and industrial relations by P SUBBA
RAO (pg no 239).

 HUMAN RESOURCE MANAGEMENT

--- N. G. KALE
--- M. AHMED
 HUMAN RESOURCE DEVELOPMENT
--- SANTOSH GUPTA
--- SACHIN GUPTA (stages in career planning and development)
Using a SWOT Analysis in Your Career Planning
by Randall S. Hansen, Ph.D., and Katharine Hansen, Ph.D. (view-
career-development-cycle.htm)

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Contd…
http://www.saching.com/Articles/Important-Steps-
Involved-in-an-Individuals-Career-Planning-61.html

 hrmba.blogspot.com(need for career planning)

 www.career.sunysb.edu/content/students/view-
career-development-cycle

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Career planning
“Career planning consists of a activities and actions
that you take to achieve your individual career goals”.

Career planning is the ongoing process where you.

. Explore your interests and abilities
. Strategically plan your career goals and
. Create your future work success by designing
learning and action plans to help you achieve your
goals.
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Who's Responsible for Planning Your Career?

You have the lead responsibility for planning your

career.
Examples of career planning actions:

Employees.

Managers.

Agencies.

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Employees
Take actions individually or with supervisor to assess
the individual interests, strengths and areas for
development.

Work with supervisor to identify on the job learning

and training opportunities.

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Managers
Identify the job related knowledge, skills, abilities,
competencies and experience that employees need to
be effective in their positions.

Help employees define short and long term

development needs that support agency objectives
and employee career goals.

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Agencies
Provide time and available funding for development
activities.

Utilize the knowledge, skills and abilities of each

employee to support agency objectives and meet
future staffing needs.

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Career development
“Career development is those personal improvements one
undertakes to achieve a personal career plan”.

The purpose of career development is to:

. Enhance each employee's current job performance.

. Enable individuals to take advantage of future job
opportunities.

. Fulfill agencies' goals for a dynamic and effective

workforce.
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Who's Responsible For It?

Managers.

Human resource.

Employees.

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Steps in career development
system
Step1: Needs: Here we have to define the present
system and establish roles and responsibilities of
employees, mangers and organization.
Step2: Vision: Create a long term philosophy and
establish the vision or objectives of the program.
Step3:Action plan: Assess the plan and obtain the
support from top management.
Ste4:Results: Publicize the program and evaluate
and redesign the program and its components.

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Steps involved in career planning
Self assessment of the skills, weaknesses and strengths.

Determination of one's goals.

Assessment of opportunities within and out of the organization.

Development of career strategies.

Implementing various plans.

Reassessment of plans and making new plans at regular intervals.

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Need for career planning
To map out careers of employees as per their ability and
willingness and to train and develop them for higher positions.
To attract and retain the right type of persons in the
organization.
To utilize available managerial talent within the organization
fully.
To achieve higher productivity and organizational development.
To provide guidance and assistance to employees to develop
their potentials to the highest level.
To improve employee morale and motivation by providing
training and opportunities for promotion.

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Using SWOT analysis in career
planning

A SWOT analysis focuses on the internal and external

environments, examining strengths and weaknesses
in the internal environment and opportunities and
threats in the external environment.

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Strengths
Internal positive aspects that are under control and
upon which you may capitalize in planning.

For example

Work Experience
Strong technical knowledge within your field (e.g.
hardware, software, programming languages)
Specific transferable skills (e.g., communication,
teamwork, leadership skills)

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Weaknesses
Internal negative aspects that are under your control and that
you may plan to improve.

For example

 Lack of Work Experience

Lack of goals, lack of self-knowledge
Weak technical knowledge
Weak skills (leadership, interpersonal, communication,
teamwork)
Weak job-hunting skills

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Opportunities
Positive external conditions that you do not control
but of which you can plan to take advantage

For example

Field is particularly in need of your set of skills

Opportunities for advancement in your field
Opportunities for professional development in your
field
Strong network

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Threats
Negative external conditions that you do not control
but the effect of which you may be able to lessen.

For example

Competitors with superior skills, experience,

knowledge
Competitors with better job-hunting skills than you
 Companies are not hiring people with your major or
degree

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Stages in career development
EXPLORATION

ESTABLISHMENT

MID-CAREER STAGE

LATE CAREER

DECLINE STAGE
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Career counselling
“Counseling is the means by which one person helps another through
purposeful conversation”.

Objectives of career counselling

 To help an individual to understand himself more clearly and develop
his own thinking and outlook.

 To help individuals achieve and enjoy greater personal satisfaction.

 To help individuals understand the forces and dynamics operating in

the system.
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Learning experiences
Using swot analysis in career planning

Stages in career development

Career development cycle

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Conclusion…
Career Planning is NOT…
•Leaving the decision to chance
•Getting information and never deciding
•Going along with someone else’s plans

It’s OUR future. WE need to make

our career decision!!

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QUESTION AND ANSWERS?

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