Formal programes that organizations implement to increase the effectiveness and efficiency of the human resources available. Every person joining an organization has a desire to make career as per his potentiality, ability, skills and so on.

.CAREER PLANNING “Career planning is the process by which a person selects career goals and the path to these goals.

OBJECTIVES OF CAREER PLANNING • • • • • • • Formulation of personal and professional goals Analysis of strength and weaknesses Developing alternatives Developing contingency plans Monitoring career plans To motivate the employees and boost their moral Effective utilisation of human resources .


Benefits to the individual  To discover his on talent  The individual has greater awareness of his work environment  Developing positive attitude and approach  Analysis strength and weakness  Clear goal setting capacity  Meeting contingency  It is helpful to understand employees needs .

BENEFITS TO THE ORGANISATION        Increase efficiency and productivity Reduce staff absenteeism Helps to avoid obstacles Supply qualified persons Reducing pressure on job classification It promote optimum utilisation of resources Reduce costs .

Career stages 1. 5. Exploration Establishment Mid-career stage Late career Decline stage . 4. 3. 2.

this stage is of no relevance because it happens prior to the employment .  Many a time they are not sure about future prospects but take up a job in anticipation of rising higher up in the career graph later.EXPLORATION  Almost all candidates who start working after college education start around mid-twenties.  From the point of view of organization.

• Slowly and gradually they become responsible towards the job. • Ambitious candidates will keep looking for more lucrative and challenging jobs elsewhere. . • Candidates are likely to commit mistakes and learn from their mistakes.ESTABLISHMENT • This career stage begins with the candidate getting the first job getting hold of the right job is not an easy task.

• Employees must remain productive at this stage. • Employees tend to settle down in their jobs and “job hopping” is not common. there is marked deterioration in their performance. rewards and incentives are highest at this stage. .MID-CAREER STAGE • There is continuous improvement in performance. “Climbers” must go on improving their own performance. • Employees who are unhappy and frustrated with the job. Authority. responsibility.

• They are expected to train younger employees and earn respect from them.LATE CAREER • This career stage is pleasant for the senior employees who like to survive on the past glory. • There is no desire to improve performance and improve past records. . • Such employees enjoy playing the role of elder statesperson.

• Others may think of “life after retirement”. • After decades of hard work. . such employees have to retire.Decline stage • This career stage represents the completion of one’s career . • Employees who were climbers and achievers will find it hard to compromise with the reality.

3.Factors influencing career choices 1. 4. 2. Interests Self-image Personality Social backgrounds .

. 2. 3. 4.Career planning process 1. Identifying individual needs and aspirations Analyzing career opportunities Aligning needs and opportunities Action plans and periodic review.

Career development consist of personal actions one undertake to achieve a career plan. it may be initiated by the individual himself or by the organisation. .

Individual career development a) b) c) d) e) f) g) h) Performance Exposure Networking Leveraging Loyalty to career Mentors and sponsors Key subordinates Expand ability .

career ladders and career paths. skills inventory.Organisational career development a) Self-assessment tools (career planning workshop and career work book) b) Individual counselling c) Information services :.job posting system. career recourse centers. .

psychological tests. succession planning e) Employee development programmes f) Career programmes for special groups. .d) Employee assessment programmes :assessment centers. promotability forecasts.

even in the face of difficult choices’. motivation and values affect career choices and preferences . • In Career anchors: discovering your real values.Career anchors • Career anchors A career anchor is ‘that one element in a person’s self-concept that he or she will not give up.

. and values.• What is a Career Anchor? Your Career Anchor represents your unique combination of perceived career competence. motives.

which encompass your primary areas of competence. motives. and not the individual. unfortunately most of today's organizations "manage" their workers' careers according to what's best for the organization. and career values .Why are Career Anchors Important? • Even when they claim to have your best interests in mind. • That's why it's so important to be self-reliant when it comes to managing your career. • Career Anchors can help you identify your Career Anchor. on your own terms.

. values and how you see your own personal competence. It is a mixture of your motives.Your 'career anchor' is what really drives you at work.

. enjoying the challenge of resolving complex technical problems. anxious to create their own enterprise and to make their distinctive mark on the world. • others see their profession as a step towards senior management. happy to leave the technical problems to others. • Others quickly set up their own business. some engineers are intrinsically interested in their profession.• Differences in Career Anchors help to explain why some people with similar background. • For example. education and professional training make such different career choices. • The difference is due to their career anchor: The underlying drive or combination of drives that motivates each person to make one choice rather than another.

3. 8. 4. 5. 7.Important career anchors are 1. 2. . Managerial competence Technical competence Security Creativity Autonomy Dedication to a cause Pure challenge Life style. 6.

Reference -Human resource management by VSP Ravoo .