HR

Development
Systems
DONE BY :

S A R A N YA M O H A N
 1. Introduction
2. Need for Career Development
3. Significance of Career Development
4. Steps in Career Development
5. Career Development Actions
6. Strategies of Career Development
Content 1. Individual
2. Organisational

7. Career Development System

8. Responsibilities and Benefits of Career Development
9. Problems and Role of HR in Managing Problems of
Career Development
10. Meeting the Challenges for Career Development
Introduction
It is a system of processes
within the HR department is
critical to employee on-boarding
and retention.
 1. Performance of the job

2. Employee exposure
The following are the
career development 3. Resignation by the employee
actions. 4. Change the Job

5. Career guidance and counselling

Need for Employees’
Career Development
in an Organisation
i. Making Available Needed Talent:

ii. Attracting and Retaining Talents:

iii. Reduced Employee Frustration:

iv. Enhancing Cultural Diversity:

v. Improving Organizational Goodwill:

 Identifying career needs.

Developing career opportunities.

Career Integration of employees needs with

Development – career opportunities.

Top 4 Steps • Techniques in this stage of career

development are:
• Management by objectives
• Career counselling.

Regular monitoring.
 Adequate job performance if career progress is desired.

Exposure of skills, knowledge, achievements, performance and so on

to the decision-makers regarding career development programme.

Career
Development – Resignation from the present job if new career opportunities are
found elsewhere.

Main Actions Change of jobs in the same of organisation if better opportunities are
foreseen in that job. This happens when the employee views
organisation loyalty more important than career loyalty.

Career guidance is necessary to find better job elsewhere.

Career Development
Strategies:
INDIVIDUAL STRATEGIES AND ORGANIZATIONAL STRATEGIES
 Individual Strategies:
1. Do it Now:
2. Know Yourself:
3. Analyse Career Opportunities:
4. Establish Career Goals:
5. Obtain Feedback:
6. Manage Your Career:
7. Self-Management:
a. Achievements,
b. Skills and abilities,
c. Personal values,
d. Interests,
e. Disabilities (if known),
f. Personal and family circumstances, etc.
 Organizational Strategies:
1. Improving Human Resource Planning and Forecasting System

2. Improving Dissemination of Career Option Information

3. Initial Career Counselling

4. Job Posting

5. Special Assignments and Job Rotation

6. Career Development Workshops

7. Sabbatical, Flexible Working Hours, and Other Off-Work Activities

8. Flexible Rewards and Promotional System

9. Development and Use of Assessment System

Career
Development
System - Tools
1. Self-Assessment Tools

2. Career Planning Workshops

3. Individual Counselling

4. Organizational Assessment
Programs

5. Developmental Programs
 Career Development Programme
Responsibilities:
THE ORGANISATION’S RESPONSIBILITIES THE MANAGER’S RESPONSIBILITIES

1. Proving resources for self-understanding and goal 1. Giving clear feedback about what employees should reasonably
expect.
setting.
2. Providing forums for discussions.
2. Setting and communicating mission, policies, goals
and objectives. 3. Providing support and opportunities.

3. Providing information on organisation’s options and 4. Identifying employee potential.

career paths.
5. Providing growth opportunities consistent with employee and
organisation goals.
4. Providing training, education and mobility
opportunities. 6. Communicating the formal and informal realities of the
organisation.
5. Rein forcing and supporting manager’s role in career
development and counselling. 7. Providing exposure for employee; and linking employees to
appropriate resources and people.
Career Development Programme Responsibilities
(cont.):
THE EMPLOYEE’S RESPONSIBILITIES

1. Self-assessment.

2. Setting goals and plans.

3. Expressing expectations.

4. Making use of opportunities, education

and training.
 Career Development
Programme Benefits
to Employees:
1. Development of Competencies

2. To Help in Developing
Motivation

3. To Help in Overcoming
Frustration

4. To Develop Mental Health

Career
Development –
Problems
1. Dual Career Families
2. Changing Family Needs
3. Low Ceiling Careers
4. Declining Career
Opportunities
Career Development –
Solutions
1. Improving human resource planning and forecasting
systems,
2. Improving dissemination of career option information,
3. Initiating career counselling,
4. Developing effective internal and external assessment
centres,
5. Supporting educational and training programs, and
6. Introducing more flexible reward and promotional systems.
 Improving Improving Manpower planning and forecasting systems

Role of HR to Improving Improving dissemination of career option information

Manage Career Initiating Initiating career counselling programs on regular basis

Development
Problems Developing Developing effective internal and external Assessment Centres

(strategies): Supporting Supporting educational and training programs on regular basis

(e.g.- Learning and Development Cells in organizations like Dell)

Introducing Introducing more flexible reward and promotional systems

Career Development – Meeting the
Challenges for Effective Career Development

Who will be ultimately responsible How much emphasis on career How the development needs of a
for career development activities? development is appropriate? diverse workforce will be met?