CAREER PLANNING & DEVELOPMENT

Career may be defined as a sequence or chain of positions occupied by a person during the course of his lifetime. A career is a sequence of separate but related work activities that provide continuity, order and meaning to a persons life. A persons career is shaped by many factors, such as heredity, parents, culture, age level, job experience etc.

'career anchor'
It is what really drives you at work. It is a mixture of your motives, values and how you see your own personal competence. An American academic called Edgar Schein developed the concept. Technical/Functional competence General Managerial competence Autonomy/Independence Security/Stability Entrepreneurial Creativity Service/Dedication to a cause Pure Challenge Lifestyle

Career planning
It is a lifelong process, which includes choosing an occupation, getting a job, growing in our job, possibly changing careers, and eventually retiring. Career planning is the process by which one selects career goals and the path to these goals Five steps to active career planning.
Self Assessment Exploration and Research Decision Making Taking Action Evaluation

Advantages of Career Planning for indivisuals

1. 2. 3. 4. 5. The process of career planning helps the individual to have the knowledge of various career opportunities, his priorities etc. This knowledge helps him select the career that is suitable to his life styles, preferences, family environment, scope for self-development etc. Internal promotions, upgradation and transfers motivate the employees, boost up their morale and also result in increased job satisfaction. Increased job satisfaction enhances employee commitment and creates a sense of belongingness and loyalty to the organization. Employee will await his turn of promotion rather than changing to another organization. This will lower employee turnover. It improves employees performance on the job by taping their potential abilities and further employee turnover. 8. It satisfies employee esteem needs.

6.
7.

Advantages of Career Planning for Organization

i. Efficient career planning and development ensures the availability of human resources with required skill, knowledge and talent. ii. The efficient policies and practices improve the organizations ability to attract and retain highly skilled and talent employees. iii. The proper career planning ensures that the women and people belong to backward communities get opportunities for growth and development. iv. The career plan continuously tries to satisfy the employee expectations and as such minimizes employee frustration. v. By attracting and retaining the people from different cultures, enhances cultural diversity. vi. Protecting employees interest results in promoting organizational goodwill.

Career Development
Career development is those personal improvements one undertakes to achieve a personal career plan. Career development is an organized approach used to match employee goals with the business needs of the agency in support of workforce development initiatives. In this process: 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.

Significance of Career Development

Ensuring needed talent Ensuring growth opportunities for all employees Assisting in attracting and retaining personnel A natural response to changing circumstances Increase morale and reduces frustration :

Career Stages
Exploration (upto 25 years of age) Establishment (25 to 35 ) Mid-career (35 to 50) Large-career (50 to 70 ) Decline (above 70)

Succession planning
It is a process for identifying and developing internal people with the potential to fill key business leadership positions in the company Benefits of Succession Planning Aligning strategic goals and human resources to enable the right people in the right place at the right time to achieve desired business results The development of qualified pools of candidates ready to fill critical or key positions Providing stability in leadership and other critical positions to sustain a high-performing public service and ensure the uninterrupted delivery of services Identifying workforce renewal needs as a means of targeting necessary employee training and development Helping individuals realize their career plans and aspirations within the organization Improving employees ability to respond to changing environmental demands, and