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HRD Career Planning

HRD Career Planning

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Published by: manisidea on Oct 11, 2010
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Presented by Anuja (2009(2009-2011)

What is Career ??
‡ Job V/S Career
± Job ± ³What Can I do now to make money ?´ ± Career- Chosen profession of your life. Requires willingness to get the training needed to build your skills for the future.

‡ A career is the work a person does. It is the sequence of positions held by a person during the course of his/her lifetime.

Career Planning what¶s that ? ?
³A process to gain insight into what a person is, where he is and where he wants to go in his career.´

what career path to opt & skill building to improve ‡ Make a career choice while developing & coping social skills .Deeper Insight« ‡ It is the life.long process a person goes through to learn about himself such as ² ² ² ² ² Purpose Personality Interests Skills Talents ‡ Identifies what is important.

abilities.Characteristics ‡ It is an ongoing process. and interests of employees ‡ Describes various roles an individual may have as a part of his life career & organisation ‡ Helps develop skills required to fulfill career roles in/out side organisation ‡ Charts out occupational/professional directions as they relate to goals. . ‡ Defines life career.

Importance ‡ People leave an organisation due to lack of career growth ‡ Helps in identifying handicaps & the blind spots to overcome ‡ Retention & development of high potential employees ‡ Critical human resource strategy ‡ Builds internal staff capabilities (bench strength) for the emerging organizational demands ‡ Facilitates developmental moves across the organisation .

Contd.. ‡ High-level vision and goals of company are clearly made known to employees ‡ Growth of an organisation is intrinsically linked with the growth of an individual ‡ Matching organization vision & employees aspirations is must .

A typical Employee views a career planning Programme as a path to upward mobility The manager Win-Win situation for all sees career planning as a retention And motivational tool The top management view it as a tool for succession planning .

Career Planning Techniques ‡ ‡ ‡ ‡ Personal Development Planning Training & management development Mentoring Career Counseling .

encouragement from supervisor/HRM ‡ Sets out the action proposed by individuals ‡ BUT receive support from organisation ‡ Purpose is to provide ³Self organized learning framework´ Stages in PDP Analyze situation Set Goals `Prepare action Plan .Personal development planning ‡ Carried out by individuals with guidance.

which includes job rotation.Management Development ‡ Development on the job through coaching. monitoring and feedback by managers on a continuous basis ‡ Development through work experience. ‡ Formal training by means of internal or external courses . job enlargement. counseling.

Mentoring ‡ Process of using specially selected and trained individuals to provide guidance and advice which will help to develop the careers ‡ coaching in specific skills ‡ helping people to help themselves ‡ parental figure with whom the trainee can discuss their aspirations .

Career Counseling ‡ Counseling Sessions between individual & manager ‡ Give opportunities to discuss aspirations & concerns ‡ Managers get the chance to comment on them helpfully .

Whose responsible for planning ones career?? Individual Organization .

Individual Career Planning Organizational Career Planning Your career is not a matter of chance . but to be achieved. It is not to be waited for. .it is a matter of choice.

Individual Career Planning Process Self-Assessment Audit Results Explore Information Action Plan Make Decision Explore Opportunities .Individual Career Planning Career Planning is now the primary responsibility of individuals.

Assessment Process of gathering information about self in order to make an informed career decision What are my motivating skills.Individual Career Planning Process Step 1: Self. interests & values? What new learning do I want? What work-life role do I want? Which work environment am I most suited to? Self-Assessment .

Individual Career Planning Process Step 2: Explore Information Process of assessing the data gathered about self and exploring it with an open perspective How do I consolidate assessment information? my selfExplore 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? .

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? Explore Opportunities .employment outlook. education. salary.Individual Career Planning Process Step 3: Explore Opportunities Gathering career information which includes.

Individual Career Planning Process Step 4: Make Decision Process 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 ? Make Decision .

Individual Career Planning Process Step 5: Action Plan Develop 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? Action Plan .

Individual Career Planning Process Step 6: Audit Results By 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 transition process? from the Audit Results .

considering alternative career opportunities.Organizational Career Planning Process of planning one¶s work life and involves evaluating abilities and interests. establishing career goals. morale. etc. ³Organizations have their own vision and individuals their own aspirations. Alignment both create a win-win situation and the lack of such alignment can create movement in haphazard directions leading to loss of productivity. and planning practical development activities.´ .

Organizational Career Planning Types Of Career Programmes Career Pathing Career Counseling Human Resources Planning Career Information System Management Faculty Development Programme Training Special Programmes .

Corporate and HR Responsibility ‡ Organization is also responsible to support or to proactively carve employees career progression ‡ should keep a track on the performance and progress of all the professionals ‡ Provide information of existing & future opportunities and growth avenues ‡ It¶s an important function but its one of the most neglected too ‡ HR department should chalk out well structured system for career planning .

including orientation & training. ‡ Provide opportunities for additional training. .Organizational Career Planning Recommendation For The Employer: ‡ Provide employer with the tools & opportunities to enhance their skills. ‡ Have managers trained as coaches & mentors to assist employees. ‡ Create an environment for continuous learning by supporting & rewarding employee development & learning. ‡ Provide opportunities for self-assessment.

.Organizational Career Planning Recommendation For The Employer: ‡ Use reward systems that support the organization's career development strategy. ‡ Make sure the career programmes are integrated with other human resource programmes.


Up gradation And Transfers Improves Employee Performance . his Priorities Etc. Internal Promotion .Advantages Of Career Planning  For Individuals: Knowledge Of Various Career Opportunities.

Enhances Cultural Diversity Promote Organizational Goodwill .Advantages Of Career Planning  For Organizations: Availability Of Human Resources It Ensures That The People Belonging To Backward Communities Get Equal Opportunities For Growth And Development.

Results Of Career Planning More realistic approach of what is expected of them Supervisory roles in career counseling are clarified Personal career planning ability is increased Human Resource Systems are effectively utilized. .

Conclusion Thank You«. .

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