Learning Objectives

 Definition of Career
 Important Elements of Career
 Overview of Career Development
 Significance and Advantages of Career Development
 Objectives of Career Development
 Types of Career Development Programme
 Cycles of Career Development Process
 Issues in Career Development Process
 Career Development and Employee Empowerment
 Steps in the Career Planning Process
 Succession Planning
 Steps of Succession Planning

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 Career is a sequence of attitudes and behaviors
associated with the series of job and work related
activities over a person's lifetime
another way
 It may be defined as a succession of related jobs,
arranged in hierarchical order, through which a
person moves in an organization

 careermay be either individual-centered or

organization-centered

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 Proper sequence of job related activities
 Individual- centered or organization - centered
 Integrated pace of lateral movement in an
occupation

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 Enables employees to be better prepared for
future positions in the organization
 It gives the opportunity to identify prospective
managers from within
 Manning vacancies from within is cost efficient
 Enables the organization to receive maximum
contribution from employees

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 Career development makes employees more
adaptable to changing
 It provides an objective basis to describe the
steps of progression in a given organization
 A career development programme ensures
equitable opportunity for career progression for
all
 It gives opportunities to employees to acquire
more skills, obtain desired jobs, share increased
responsibility, enjoy scope of job mobility and
derive increased job satisfaction
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 Significance & advantages of career
development
 It reduces employee turnover by providing increased
promotional avenues
 It improves employee morals and motivation
 It enables organizations to man promotional vacancies
internally, thereby providing opportunities to reduce the
cost of managerial recruitment
 It ensures better utilization of employees' skills and
provides increased work satisfaction to employees.
 It makes employees adaptable to the changing
requirement of the organization

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 Significance & advantages of career
development-----
 It reduces industrial disputes related to promotional
matters and thereby provides opportunity to the
organization to sustain harmonious industrial relations
 Employees' loyalty and commitment to the
organization can be substantially increased and
thereby organizations can enjoy the privilege of
increased employee productivity
 Career development programme being an objective
description of career progression, ensure equitable
promotional decisions even for women and minorities
in an organization

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 Objectives of career development

 To attract and retain effective persons in an organization

 To utilize human resources optimally

 To improve moral and motivation level of employees

 To reduce employee turnover

 To practice a balanced 'promotion from within' policy

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Objectives of career development--
 To make employees adaptable to changes

 To increase employees' loyalty and commitment to the

organizations

 To maintain harmonious industrial relations

 To inculcate equitable employment practices providing

equal career progression opportunities to women and
minorities

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 Organizational development

 Employee development

 Management development

 Career development
 Exploratory stage

 Establishment stage

 Maintenance stage

 Stage decliner
At this stage the organization should:
a) Ensure the availability of accurate information about the
organization and the various occupations existing in the
organization to the new employee

b) Create opportunities to enable new employees to get

acquainted with the organizational careers through job
rotation, internship, visit to different units, seminars, etc

c) Sponsor educational and training programme for

ensuring supply of potential talent in future
At this stage the organization should:
a) Identification of the best possible talent for the organization
b) Communicating the correct and positive image of the
organization to the employee
c) Maximum learning and favorable attitudes of the employees
towards the organization
d) Assigning challenging jobs to employees to enable them to test
their abilities and skills
e) Providing adequate feedback on performance to the employees
to enable them to assess their strengths and weaknesses
f) Designing of development plan, identification of development
needs, deciding career steps, etc
At this stage the organization should:

a) A continuing process of performance appraisals, feedback,

career counseling, long-range career planning to ensure
proper deployment of the employees and also to enable
them to feel challenged, motivated and committed to the
organization

b) Strategies to motivate plateaued employees, so that they

can be productively utilized even without promotion

c) Adequate opportunities for transition from specialist cadres

to generalist positions at higher echelons of the
organization
At this stage the organization should:

 Adequate career paths to enable employees to

accommodate their personal and family needs,
especially during critical phases in their life or
family cycle, especially critical time
 Help employees to adjust to their changing role as
their career shifts from active (operational)
positions to advisory positions
 Help employee to prepare for retirement
At this stage the organization should:

a) Manage retirement without destroying the employee's

sense of self-worth

b) Invent new and creative part-time roles for retired

employees which can use their knowledge, experience and
wisdom
The following issues need to be considered to empower employees
through a successful career development process
1. Commitment of the top management to ensure that the
organizational career planning process will adequately consider
individual career planning

2. People need to be infused with a sense of confidence to enable

them to work to their true potential

3. Basic information like mission of the organization, its objectives and

plans, career opportunities etc., need to be communicated to the
people
4. Available career planning resources in the organization should also
to be communicated to the employees from time to time
5. The organization should help employees to make them
complete to sort out data, formulate goals and overcome
obstacles to realize the goals
6. Employees also need to be communicated about the status
of their present position, organizational expectations and
their level of performance
7. Individual managers should support their employee in
career planning
8. The organization should be responsible for the individual
career plans adopting an integrated career development
process, which accommodates both individual and
organizational needs
5. The organization should help employees to make them
complete to sort out data, formulate goals and overcome
obstacles to realize the goals
6. Employees also need to be communicated about the status
of their present position, organizational expectations and
their level of performance
7. Individual managers should support their employee in
career planning
8. The organization should be responsible for the individual
career plans adopting an integrated career development
process, which accommodates both individual and
organizational needs
The career planning process involves the following different activities
or steps in an organization

 Preparing personnel skills inventories

 Developing career paths
 Put the write person at the right place
 Impart training
 Review and counseling
Thank you