CAREER PLANNING NOTES

The career planning is a continuous process of developing human resources for achieving result.
A further impetus to career planning is the need for organisation to make the best possible use of
the most valuable employees in a time of rapid technological growth and change because it must
be noted individual and organizational careers are not separate.

Thus, it is responsibility of management to design the entire career of new recruits in higher
skilled, supervisory and managerial position. At the same time, if an employee is not able to
translate his career plan into action within the organisation he may probably leave the
organisation.

According to Armstrong, “Career planning shapes the progression of individuals with an

organization in accordance with assessments of organizational needs and the performance,
potential and preferences of individual members of the enterprise.”

“ Career planning is the process of establishing career objectives and determining appropriate
educational and developmental programmes to further develop the skills required to achieve
short-terms or long-term career objectives.”

Career planning is a systematic process by which one selects career goals and the path for
attaining these goals. From the point of view of an organization, career planning helps the
employee to plan his/ her career keeping in consideration his/her own capabilities and the needs
of the organization.

From the point of view of an employee, in career planning, the employee decides his/her career
goals and chalks out the path to attain his/her goal. Career planning may also involve counselling
individual employees on their possible career paths. The purpose is to help employees develop
themselves by giving them some idea of the direction in which they ought to be heading.

The type of career planning depends upon the target group for whom this has been done. The
target groups are young students and existing employees already in job. The term career planning
is frequently used both for youth studying in colleges as well for the employees in jobs in an
organisation. Students by considering the education, qualities, aptitude decide what they want to
be in future in their life after their education.

They have to plan their career in the beginning itself. In such career planning, counsellors, career
advisers, teachers, senior friends, parents and family members offer helping hand and guide them
in selection of the career. It would enable them to use their abilities, talents and qualities to full
extent so that they can make their life happy.
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The term career planning and development is also used for employees who are already in jobs in
organisations. It is advocated that if the organisations are interested to get the best service of
employees then they should plan for training and development programme for their employees
more effectively.

This would be beneficial for both employees and organisation as a whole. The developed
competencies would be available with the organisation to get the best output. This type of career
planning is called organisational career planning.

The objectives of career planning are following:

(a) To attract, develop and retain the competent manpower in the organisation.
(b) To provide adequate development and promotional opportunities.
(c) To develop the potential of employees for future assignments.
(d) To utilize the manpower and other resources more effectively in the organisation.
(e) To provide proper job placement to employees.
(f) To improve the level of job satisfaction of employees at workplace.
(g) To reduce the labour problems and turnover to minimum level.
(h) To improve motivation and morale of employees.
(i) To enhance the level of commitment and attachment towards the organisation.
(j) To create healthy working environment in the organisation.
(k) To improve performance, productivity, profitability and goodwill of the organisation.

These objectives can be fulfilled to a very good extent provided the management takes sincere
interest in career planning and its implementation. This has proved successful in motivating and
retaining high potential individuals whose future appears to lie within the organisation.

Having a clear idea of the rules of the development and promotion in career, they will be
prepared to invest their efforts to meet the requirements of the company and move up in career
ladder. There are examples in industry like Tata Group, IBM, HUL, etc., could be achieved these
objectives to a very good extent The management had paid special interests on career planning in
their companies.
Further, it has created a very healthy working environment of mutual understanding, openness,
trust, cooperation and team spirit. This is very helpful for better working and progress of the
organisation. The future of career planning seems to be very bright in these companies. That is
why every employee is interested to join these companies if they get the chance in future.
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Importance of Career Planning for Employees:

1. Knowledge of Career Opportunities:

The process assists employees to identify various career opportunities (available within the
organization) consistent with their own career goals. Once the opportunities are known, the
employee can take steps to fulfil his career aspirations and interests.

2. Career Selection:
The career planning requires employees to have clear understanding of their potential, skills and
interest. Hence, the process assists employees in selecting career as per their own interests, goals,
talents and abilities.

3. Realistic Career Goals:

Knowledge of various career opportunities within the organization and understanding of one’s
true potential and interests helps in setting up realistic career goals. It also helps them to avoid
impractical expectations from the organization.

4. Career Advancement:
Proper career planning coupled with counselling from HR personnel helps employees to advance
in their careers. It facilitates further development of their skills and potential. It also gives them
an opportunity to take up higher responsibilities and roles.

5. Improvement in Performance:
The process helps to identify strengths and weaknesses of employees. The employees can take
up appropriate training programme to improve on strengths and overcome weaknesses. It enables
them to complete the job efficiently. Moreover, efficiency at current job leads to career
advancement through promotions and transfers. This will motivate employees to give better
performance.

6. Job Satisfaction:
The process helps employees to identify the tasks which they find interesting. Each employee is
able to plan his career depending on his own interests, potential & life-goals. It ultimately
increases their job satisfaction level & encourages them to perform even better.

7. Higher Self-Esteem:
The process helps employees to identify & achieve their career goals. It boosts their confidence
& results in higher self-esteem.
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8. Utilization of Employee’s Potential:

This process helps employees in deciding career goals based on their interest and potential. It
also helps the recruiters to assign right job to the employees. This ensures that skills and abilities
of employees are put to best possible use by the organization.

9. Reduces Boredom and Monotonous Work:

The process offers opportunities of career advancement to employees. They get chance to
perform different tasks in different environment with different people. It reduces boredom and
monotony experienced by employee at workplace.

10. Higher Standard of Living:

The process aids employees to achieve their career goals. It also offers opportunities of
promotion and transfer, which results in higher pay, status and other monetary benefits. This
helps employees to increase their standard of living.

B. Importance for the Organization/Employer:

1. Availability of Quality Manpower:

Training and development of employees is an important aspect of career planning. It ensures
availability of right kind of manpower to carry out various activities in the organization. Training
& development programmes also prepare employees to face new challenges like technological
changes in the company in effective manner.

2. Retain Employees:
The process helps to retain competent and talented workforce in the organization. The
organization provides opportunities of growth and development to employees within the
company itself. Hence, the employees feel satisfied, valuable and stay loyal to the organization.
Further, acknowledgement and rewards given for achievements motivate employees to give their
best.

3. Succession Planning:
Succession planning is a process of identifying and developing employees within the
organization to fill up key positions. The career planning process helps to identify skill, potential
and capacity of employees. Thus, suitable and competent employees can be prepared through
training and development programmes to take up higher roles and positions in the organization
when the situation demands.
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4. Introduction of Innovative Ideas:

Various training & development programmes help employees to attain in-depth knowledge
related to various aspects of the job. As a result, the employees are able to introduce new ideas,
methods and techniques that will help in producing quality goods and services at reduced costs.
It also helps the organization to face market competition.

5. Increases Goodwill:
The HR department organizes various training and development programmes in order to improve
the quality of manpower. It enables the employees to complete the job in an efficient manner.
The improved performance, higher productivity and satisfied employees increase the goodwill of
the company.

6. Increased Efficiency:
This process increases efficiency of employees. Trained employees are able to produce quality
goods at a faster rate. It results in lower production cost for the organization. Moreover, proper
training also reduces occurrence of accidents and abnormal wastage, which ultimately increases
profit of the organization.

7. Satisfied and Motivated Employees:

The process requires self-assessment of one’s interests, goals, talents and abilities. This
information helps the recruiters to assign jobs and assignments depending on interests and
abilities of employees. Hence, employees feel satisfied and valuable as their skills and abilities
are utilized optimally.

8. Reduces Labour Turnover:

Job satisfaction is an important factor that motivates employees to stay loyal to the organization.
Further, the organizations offer fair opportunities to employees to advance in their careers
through internal promotions and deputation. It results in lowering labour turnover.