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CAREER PLANNING & SUCCESSION PLANNING

Dr. Meenakshi Khemka

Concept of Career
A sequence of positions held by a person during the course of a life time A series of work related activities that provide continuity, order and meaning to a person’s life This is an objective view of a person’s career A subjective element is also present - the changes in values, attitudes and motivation that occur as a person grows older
Career Planning

Some Important Terms Career goals Career cycle Career paths Career anchors Career counseling Mid-career crisis Career Planning .

Concept of Career Planning The process by which an individual selects career goals and the path to these goals each employee personally plans career goals known as individual career planning the organization plans career goals for employees known as organizational career planning Career Planning .

Career Planning vs HRP HRP gives information about the availability of human resources Career planning is a continuous process of developing human resources for achieving optimum results Career Planning .

Career Anchors Certain attitudinal syndromes that guide people throughout their careers These are formed early in life Schein identified five career anchors Managerial competence Technical-functional competence Security Creativity Autonomy-independence Career Planning .

Career Anchors Cosmopolitan Orientation Dedication to the pursuit of professional knowledge Willing to move to any organization that will enhance the practice of the profession Localism Orientation The organization is accorded primary loyalty Career Planning .

Cosmopolitan and Local Orientations H Heavily oriented toward i the organization g (managerial and security competences) h L o w Oriented significantly toward both the profession and the organization Local Continuum Relatively indifferent Heavily oriented towards the profession (technical competence) Low Career Planning High Cosmopolitan Continuum .

activities. and relationships Career Planning . each characterized by a different set of development tasks.A Model of Career Development Career development is the process by which employees progress through a series of stages.

this is the stage of selfexploration seeking answers to various puzzling questions about careers Career Planning .Exploration Stage This stage usually ends in one’s mid-twenties as one makes the transition from college to work From an organizational standpoint. this stage has least relevance as it takes place prior to employment For the individual.

peer group evaluations. personal tensions and anxieties that confront a person trying to make his mark This period is characterized by committing mistakes.Establishment Stage This is the career stage where one begins the search for work and picks up the first job It includes the first experiences on the job. learning from those mistakes and assuming increased responsibilities Career Planning .

level off or begin to decline Mistakes committed may be viewed seriously and may invite penalties Career Planning . one may continue to show improved performance.Mid-career Stage This stage is typically reached between the ages of 35 and 50 At this point.

friends and hobbies Career Planning .Late-career Stage This is the stage where one relaxes a bit and plays the part of an elder statesperson Varied experiences and judgment are greatly valued For those who have stagnated or deteriorated during the previous stage. this brings in the reality that they are no longer required to run the race and it is better to redirect the energies to family.

The Value of Effective Career Development Ensures that needed talent is available Improves the ability of the organization to attract and retain high-talent personnel Ensures growth opportunities for all employees Reduces employee frustration Career Planning .

Career Development Program A well designed career development program includes the following: Assisting employees in evaluating their own internal career needs Developing and publicizing the career opportunities available in an organization Aligning the needs and abilities of employees with career opportunities in the organization Career Planning .

Internal and External Mobility External mobility is the movement of an employee from one organization to another with the aim of seeking better placement based on his skills and the requirements of the other organization Career Planning .

Internal and External Mobility Internal mobility needed to match the employee’s skills and requirements with the job requirements of the organization (continuous process) Three types: Promotion Transfer Demotion Career Planning .

How do People Choose Careers Interests Self-image Personality Social backgrounds Career Planning .

Individual Career Development Performance Networking Leveraging Loyalty Mentors Expand ability Career Planning .

Organizational Career Development Self-assessment tools Individual counseling Employee developmental programs Career Planning .

Employer’s Role in Career Development Realistic Job Previews Networking and Interactions Challenging First Jobs Employer’s Role Mentoring Career-Oriented Appraisals Job Rotation .

Benefits of Career Planning for the Organization Staffing inventories Solving staffing problems Satisfying employee needs Enhanced motivation Scope for self-development Potential candidates can be identified for promotion Creates a sense of loyalty toward the organization Career Planning .

Low-ceiling Careers Limited opportunities for significant progression Should be identified and made known to possible applicants Most common measure of such progression is seniority which can be defined as length of service in organization Employees heavily affected by the ‘security career anchor’ may find these jobs acceptable Career Planning .

Suggestions for More Effective Organizational Career Development Challenging initial jobs Dissemination of career option information Job postings Assessment centers (observable evidence of the ability to do a certain job) Career counseling Continuing education and training Sabbaticals Career Planning .

Career Planning vs Succession Planning Career planning covers executives at all levels Succession planning is generally needed for key positions at higher levels Career Planning .

Succession Management Identifying the shortage of leadership skills and defining the requirements Identifying potential successors for critical positions Coach and groom the ‘stars’ Secure top management’s commitment and support Career Planning .

THANK YOU Career Planning .