Career: We may define career as the "occupational positions a person has had over many years.

" Employers have a big effect on employees’ careers. Some institute formal career management processes, while others do little. We can define career management as a process for enabling employees to better understand and develop their career skills and interests and to use these skills and interests most effectively both within the company and after they leave the firm. Specific career management activities might include providing realistic career-oriented appraisals, posting open jobs, and offering formal career development activities. Career development is the lifelong series of activities (such as workshops) that contribute to a person's career exploration, establishment, success, and fulfillment. Career planning is the deliberate process through which someone becomes aware of his or her personal skills, interests, knowledge, motivations, and other characteristics; acquires information about opportunities and choices; identifies career-related goals; and establishes action plans to attain specific goals. Career Management is the combination of structured planning and the active management choice of one's own professional career. Career Planning Career Planning is a lifelong process, which includes such facets as:
• • • •

choice of occupation; job search; growth in the job; career transition (changing careers).

Career Planning is a process that can help you decide what career path to follow and how to follow that path using your skills, competencies and abilities. The Career Planning process consists of three phases:

Self-assessment Getting to know your competencies, values, interests, skills, developmental needs, etc. allows you to make appropriate career choices that match your abilities, competencies and preferences.

Exploration of work choices How do I get from my present work situation to where I want to be in five years? What options are available for me to gain training and/or experience? The last stage in Career Planning (although this may not be the final stage as you redefine your goals in the course of your career) is to develop the practical steps in order to reach your career goal.

Company Material—Some firms provide material specifically developed to assist their workers in career planning and development.There are numerous methods for career planning and development. In addition. Students often go to their professors for career advice. If overcoming a particular weakness seems difficult or even impossible. Employees define and match their specific career objectives with the needs of the company. This is a summary of a person’s personal development needs and an action plan to achieve them. At other times. e. Career Planning Web Sites—There are numerous Web sites available that provide career planning and career counseling as well as career testing and assessment. The representative of HR department or any other department assigned for exit interview and the departing employee get into a dialogue based on the experiences and impressions of the employee about various aspects of the organization. most of which are used in various combinations. f. What is Exit Interview? • It is a meeting between an employee who has voluntarily resigned from the organization and at least one representative from the human resources management (HRM or HR) department or any other executive of the organization from any department. Workshops—Some organizations conduct workshops lasting two or three days for the purpose of helping workers develop careers within the company. d. Personal Development Plans (PDP)—Many employers encourage employees to write their own personal development plans. In other instances. g. The interviewer from the organization's side should be an un-biased person with maturity and objectivity. • • • • • . b. Lots of listening during the exit interview is expected from the organization's representative for achieving the objectives of the exit interview. Workers are encouraged to analyze their strengths and weaknesses. particularly designated for the purpose of exit interview. In an academic setting. Performance Appraisal System—The firm’s performance appraisal system can also be a valuable tool in career planning and development. Noting and discussing an employee’s strengths and weaknesses with his or her supervisor can uncover developmental needs. The organizational representative normally facilitates this discussion. Some currently utilized methods. Software Packages—Some software packages assist employees in navigating their careers. Exit interview is normally conducted after the employee's resignation has been accepted. c. Discussions with Knowledgeable Individuals—In a formal discussion. job descriptions provide valuable insight for individuals to personally determine if a match exists with their strengths and weaknesses and specific positions considered. psychologists and guidance counselors provide this service. are discussed next. an alternate career path may be the solution. Such material is tailored to the firm’s special needs. a. workshops are available in the community that the company may send the worker to or workers may initiate the visit themselves. the superior and subordinate may jointly agree on what type of career planning and development activities are best. colleges and universities often provide career planning and development information to students.

In some special situations. the interviewers should be skilled and mature persons to manage them effectively. policies and practices. It should state the entire exit interview process including its objectives. HR policies and practices. health and safety issues. organization can bring about many improvements. customers. the questionnaire should be a well thought out document.• It is normally conducted while the employee is still serving his last days in the organization. For better success from exit interviews. whether from HR or other line or staff departments. even after he has resigned. that the organization tries to care and understand. At times. their own good and bad experiences with the organization and its various managers etc. Exit interviews provide a good development process for the organization's managers who participate in the exit interviews and also for those managers with whom the data and information collected from the exit interviews are shared and discussed. company's culture. Based on their analysis. who might otherwise leave the organization with intentions of taking revenge or with a bad taste in mouth about the organization. They can then believe that the organization is open to ideas and criticism. suppliers. its systems and processes. • • • • • • • • . If organization wants to use a questionnaire to be filled by the employee. At times exit interview may be used to pacify a disgruntled employee or to make peace with him.g. community. Very useful data and information are collected from the exit interviews on may aspects about which organization is concerned e. an exit interview can even provide a chance to the organization to retain a valuable employee whom the organization would love to retain. its policies. it's relationship with employees. The interviewers. are a rich source of information and who generally are more forthcoming. Majority of the departing employees are generally glad to share their knowledge about the organization from their experience to help the successor and to brief the management. Exit interview system enriches the organization's HR culture. the organization should have a documented policy. It can also be used to brief a team on various aspects of current projects handled by the departing employee. • • • • Objectives of Exit Interviews • Presence of exit interview system in an organization confirms the open culture of an organization to the existing employees as well as to outsiders. Since interviews may touch on emotional situations. Exit interviews can provide lots of useful tips and information for improving the employees retention level in the organization. candid. must be well trained for this purpose. Objectivity of Feedback Through Exit Interviews • Exit interviews provide an excellent opportunity to survey and analyse the feedback and opinions of departing employees who being free now. constructive and objective than the employees still in the organization. the ex-employee is invited for the exit interview within a short time after he has physically departed from the organization. The interview format and questions should be well designed. It enables transfer of knowledge and experience from the departing employee to his successor.

can you suggest what should we do to stop your going? Can you be persuaded to renegotiate the possibility of staying? And how? Would you consider working again for this company in the future? Would you recommend this company to your family and friends as a good employer? Why? What does your new organization offer that this organization doesn't? Would you like to tell us about your new organization? What can the company do to retain its best people and not lose any more like you? Did your job turn out to be as you expected? . So why not part with the company in good humor? However. in situations where you believe that your replies may be used against you. Why annoy the organization? The answers to the questions asked in the interview should be given objectively with positive outlook and in a constructive manner. So. Do not refuse it upfront totally. did you explore the possibility of a transfer to any other department or to the other units of the company? What could have been done to prevent the situation? What are your suggestions for managing such situation better in future? Now. All you know. it may be true. It is good to pass on the advantages of your observations and experience to the company even while you are leaving as it builds up a good win-win relationship. If the employee smells rat in the process. use them appropriately applying your own discretion within the framework of your exit interview objectives and process) • • • • • • • • • • • • • • • What triggered your decision to leave? What is your primary reason for leaving? Why is this so important for you? Any other reasons? Before deciding to leave. How Should Departing Employee Tackle Exit Interview? • • Exit interview is voluntary. • • Some Sample Questions for Use by Organization's Interviewer (Caution: The questions suggested here are only a broad guide and not a prescription.• Cynics may believe the exit interview may be used to solely capture the information particularly from a disgruntled vengeful employee in case of future litigation from him. the company may want you back after some time or you may like to join the company when the situations become conducing for you. employee can look at it positively and attend. it will be a good idea to provide generic and non-critical responses. he may excuse himself from it by giving some convincing reasons like being busy or some such reason. In few cases. The organization may remember the refusal in a bad light. Yet.

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