Career and Succession Planning

Human Resource Management 1

 CAREER PLANNING & DEVELOPMENT
CAREER denotes a succession of related jobs, arranged
in a hierarchy of prestige, through which persons move in
an ordered, predictable sequence.

 A career refers to the different jobs a person holds over his

on her life.

 The processes & Activities that prepares one for a job are
parts of career.

 Job related attitudes, values & beliefs are integral aspects

of a career.

 The relationship of a person’s self-identity to work is a

dimension of a career.
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 Career anchors

These are distinct patterns of self-perceived talents, attitudes,

motives and values that guide and stabilise a person’s career
after several years of real world experiences.
eight career anchors
 Managerial competence
 Technical competence
 Security
 Creativity
 Autonomy
 Dedication to a cause
 Pure challenge
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 Life style
CAREER PLANNING is a process by which
one selects career goals & the path to
these goals. From organisations’s view, it
means helping the employees to plan their
career in terms of their capacities within
the context of organisation needs. It
involve designing an organisational
system of career movement & growth
opportunities for employees from the
employment stage to the retirement stage.

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 Process of career Planning

1) Identifying Individual Needs &

Aspirations

2) Analysing Career Opportunities

3) Aligning Needs & Opportunities.

4) Action Plans & Periodic Review

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 Career Development
Career development consists of the personal actions
are undertakes to achieve a career plan.

Requirements of Effective Career Planning

 Top Management Support
 Growth & Expansion
 Clear Goals
 Proper Selection
 Motivated & Hardworking Staff
 Proper Age Balance
 Management of career stress
 Fair Promotion Policy
 Adequate Publicity.
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High
Exploration Establish Mid Late Decline
P
ment Career Career
E
R
F
O
R
M
A Transition from Getting Performance The elder Retirement
college to work first job & increase or states
N being decrease on person
C accepted maintain
E
Low
25 35 50 60 70

STAGES IN CAREER
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 Dissatisfies with External
internal career Mobility
opportunities

Career Career Matching the (Successful Providing Performance Satisfactory

Planning Develop Individual & Matching) Dissatisfactory
ment Progression in New
the career (Mismatching ) Career

Appraising
the Individual Develop the Employee
& the career through Self Development
Upgrading ,
& finding the by the organizations to
Transferring,
suitable meet the career Demands
Promotion
career.
Demotion

A Model for Career Planning & Development

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 Steps involved in establishing a Career
Development system

Step 1 : NEEDS : This step involves, conducting a need

assessment as training programme.

Step 2 : Vision : The needs of the career system must be

linked with the interventions.

Step 3: Action Plan : An action plan should be formulated in

order to achieve the vision.

Step 4: Result : Career development programme should be

integrated with the organisations on – going
employee training & management development
programme & they must be evaluated from time
to time. Human Resource Management 9
 Why career planning?

Career planning seeks to meet the following

objectives
 Attract and retain talent
 Use human resources properly and achieve greater
productivity
 Reduce employee turnover
 Improve employee morale and motivation
 Meet the current and future human resource needs of the
organisation
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 Effective Career Planning
Effective career planning depends on a number of factors such
as
 Ensuring top management support
 Setting appropriate corporate goals for human resources
 Offering rewards for good performance
 Placing employees depending on their talents, career
aspirations etc
 Laying down suitable career paths for all employees
 Monitoring continuously to find where the organisation
stands
 Giving publicity to career related issues and actions
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 Succession Planning
Through succession planning organisations ensure a
steady flow of internal talent to fill important
vacancies.

Succession planning encourages “hiring from within”

and creates a healthy environment where
employees have careers and not merely jobs. It
should be noted here that career planning (which
covers executives at all levels), by its very nature,
includes succession planning (which covers key
positions at higher levels)
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Succession Planning Process

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