CONCLUSION

Career planning and development problems need to be solved. To do so, in case of individual career
planning before graduation individual would have to find his/her keen interest or passion to take
his/her graduation subject and also job market trending shall be kept in mind. Moreover, once
graduation is finished he/she would have to plan for achieving some relevant skills by taking post
graduation & various training courses. After graduation individual may also start networking to
different professional groups of his/her interest. In the case of career planning by the organization
there should be proper management system and human resource planning in the organization. Short
term and long term career planning policy should be formulated as soon as possible. Implementation
of career development policy should include detail rules and procedure regarding the entire human
resource development in the organization. There should be an integration and coordination within
and among recruitment policy, training policy and career development. A scheme should be planned
which would include various career development programs. It will create opportunity of higher
education and advance training from home and abroad by institutional self financing. Employees
should be provided study leave and special allowances while pursuing such programs. Budget should
be increased in career development heads. These programs would have to be implemented phase
wise and, ultimately it will have a great positive impact on the employee to design, plan and
implement career planning effectively.

REFERENCES

Werner, M. Jon and Desimone L. R., 2009, Human Resource Development, Cengage Learning India
Private Limited, Delhi, India. Ivancevich, M. J., 2004, Human Resource Management. McGraw-Hill
Companies, New York. CareerPlanning:BangladeshPerspective, Ahmed, P., 2017, Management
Development, 31(1), Bangladesh Institute of Management (BIM) Page | 20 Dessler, G., 2005. Human
Resource Management Pearso