CAREER PLANNING

Meenakshi Sharma PGDM 3rd Semester

CONTENTS CAREER PLANNING: Meaning NEED IMPORTANCE OF CAREER PLANNING PROCESS OF CAREER PLANNING STEPS INVOLVED IN CAREER PLANNING ADVANTAGES OF CAREER PLANNING LIMITATIONS .

CAREER DEVELOPMENT IS THOSE PERSONAL IMPROVEMENTS ONE UNDERTAKES TO ACHIEVE A PERSONAL CAREER PLAN. SO. DUE TO THIS CAREER PLANNING AND DEVELOPMENT IS NECESSARY TO EACH AND EVERY EMPLOYEE IN AN ORGANIZATION.Career Planning Meaning CAREER PLANNING IS THE PROCESS BY WHICH ONE SELECTS CAREER GOALS AND THE PATH TO THESE GOALS. THE NEED OF CAREER PLANNING AND DEVELOPMENT IS FELT IN EACH AND EVERY ORGANIZATION OF TODAY S GLOBAL WORLD. . PLANS AND STRATEGIES TO ENABLE THE ORGANIZATION TO SATISFY EMPLOYEE NEEDS WHILE ALLOWING INDIVIDUALS TO ACHIEVE THEIR CAREER GOALS. CAREER MANAGEMENT IS THE PROCESS OF DESIGNING AND IMPLEMENTING GOALS.

 To enable the employees to develop and take them ready to meet the future challenges.  To reduce employee dissatisfaction and turnover.  To increase the utilization of managerial reserves within an organization.  To provide suitable promotional opportunities. .Need for Career Planning Need for Career Planning Career Planning is necessary due to the following reasons:  To attract competent persons and to retain them in the organization.  To correct employee placement.

Career planning consists of personal improvements undertaken by the individual employee. training. The most important aspect of career development is that every employee must accept his/her responsibility for development.IMPORTANCE Career planning is essential to implement career plan. development and educational programmes provided by the organization and various institutes. .

. knowledge. abilities. 7. Analysis of career opportunities both within and outside the organization. knowledge. Relating specific jobs to different career opportunities. Formulating career strategy covering areas of change and adjustment. 2.Process of Career Planning The following are the steps in Career Planning and Development: 1. Analysis of career demands on the incumbent in terms of skills. Analysis of individual skills. . 6. 3. aptitudes etc. and in terms of qualifications. Preparing and implementing action plan including acquiring resources for achieving goals. abilities. 4. aptitude etc. experience and training received etc. 5. Establishing realistic goals both short-term and long-term.

. this step involves in the conducting a needs assessment as in a training programme. They are: Needs: - NEEDS Defining the present system i.Steps involved in Career Planning System There are four steps in establishing a career planning system. Identify needs. managers. Establish roles and responsibilities of employees. determine organizational receptivity.e. and commitment to career development. support. and the organization. consider possible links to a career development programme. Assess existing HR Programme or structure. establish target groups. Establish cultural parameters.

Vision The needs of the career system must be linked with the interventions. An ideal career planning system known as the vision links the needs with the interventions. Establish the vision or objectives of the programme. Create a long-term philosophy. .

The support of the top management should be obtained in this process. evaluation and monitoring. implementation. programme design. Involve advisory group in data gathering. . Assess the plan and obtain support from top management Create a pilot programme Assess resources and competencies.Action Plan An action plan should be formulated in order to achieve the vision. Establish an advisory group.

4. It satisfies employee esteem needs.Advantages of Career Planning and Development Advantages of Career Planning and Development For Individuals: 1. This will lower employee turnover. 8. Increased job satisfaction enhances employee commitment and creates a sense of belongingness and loyalty to the organization. 3. boost up their morale and also result in increased job satisfaction. . upgradation and transfers motivate the employees. It helps the organization identify internal employees who can be promoted. It improves employee s performance on the job by taping their potential abilities and further employee turnover. preferences. This knowledge helps him select the career that is suitable to his life styles. 7. Employee will await his turn of promotion rather than changing to another organization. scope for self-development etc. family environment. The process of career planning helps the individual to have the knowledge of various career opportunities. his priorities etc. 6. 5. Internal promotions. 2.

Protecting employees interest results in promoting organizational goodwill. . v. enhances cultural diversity. iii. The efficient policies and practices improve the organization s ability to attract and retain highly skilled and talent employees. Efficient career planning and development ensures the availability of human resources with required skill.For Organizations: . The proper career planning ensures that the women and people belong to backward communities get opportunities for growth and development. knowledge and talent. More specifically. vi. the advantages of career planning and development for an organization include: i. iv. ii. The career plan continuously tries to satisfy the employee expectations and as such minimizes employee frustration.A long-term focus of career planning and development will increase the effectiveness of human resource management. By attracting and retaining the people from different cultures.

Low ceiling careers: -Some careers do not have scope for much advancement. . 2. 4.Limitations of Career Planning 1. This has become a complicated problem to organizations.Business process reengineering. Downsizing activities result in fixing some employees. the dual career families have also been on increase. Consequently. Employees cannot get promotions despite their career plans and development in such jobs. technological changes and business environmental factors force the business firms to restructure the organizations by de-layering and downsizing. 3. one of those family members might face the problem of transfer. and degrading some other employees. With this.With the increase in career orientation among women. Solution for such problem is career shift. Declining Career Opportunities: -Career opportunities for certain categories reach the declining stage due to the influence of the technological or economic factors. number of female employees in on increase. Dual Career Families: . Consequently other employees may be at disadvantage. Downsizing/De-layering and careers: .

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