Professional Documents
Culture Documents
Career Planning
Career Planning
SUCCESSION
PLANNING
Introduction
The success of one’s career, therefore, depends on the individual more than
anything else.
The success of one's career depends most often, on one's own careful
planning and timely steps taken at a right time. Must set own criteria –pay,
adventure, help
The typical career of a person today would probably include many positions,
transitions and organisations than in the past – where emp were less mobile
and employers were stable
Career
Career goals
Career path
Career anchors
Career planning
Career development
Career planning and development
11-4
Career stages
A career includes many positions, stages and transitions just as a person’s life does.
H ig h
E x p lo r a t io n E s t a b lis h - M id c a r e e r L a te c a re e r D e c lin e
m ent
P e r fo r m a n c e
F r o m c o ll e g e F ir s t jo b W ill p e r f o r m a n c e T h e e ld e r P r e p a r in g
to w o rk a n d b e in g in c re a s e o r s ta te s p e rs o n fo r
a c c e p te d b e g in to re tire m e n t
d e c l in e ?
L o w 25 35 50 60 70
A ge
Career And Succession Planning
11-5
Career stages
Exploration: the transition that occurs in mid-twenties as one looks at
work after college education, seeking answer to various questions
about careers from teachers, friends, family, observation shape
choices. Self-exploration, least relevance…
Establishment: this is the stage where one begins the search for
work, picks up the first job, commits mistakes and learns thereafter.
Mid-career: Between 35 and 50 one is typically confronted with a
plateaued career, where your maturity and experience are still valued but
there is the nagging feeling of having lost the initial fire in the belly
Late career: This is the stage where one relaxes a bit and plays an
elderly role, offering advice to younger ones as to how to avoid career
mistakes and grow continually. Time to command respect and words
carry weight.
Decline: This is the stage where one is constantly reminded of
retirement, after a series of hits and misses.
Career And Succession Planning
11-10
Career planning
Career planning is the process by which one selects career goals and
the path to achieve those goals.
Assists in finding who could be groomed, who could succeed in case any
develop take place.
Therefore, put career plans, educate, help… can not prosper without progressive
outlook
Career And Succession Planning
11-12
1 .
2 .
3 .
4 .
5 .
4 . D e s c r ib e a n y s k i ll s ( r a n k 1 t o 5 ( l o w e s t t o h ig h e s t ) t h a t y o u p o s s e s s
a . C o m m u n i c a t io n 1 2 3 4 5
b . L e a d e r s h ip 1 2 3 4 5
c . I n te r p e r s o n a l 1 2 3 4 5
d . T e a m b u i ld in g 1 2 3 4 5
e . C r e a tiv ity 1 2 3 4 5
f. T e c h n ic a l 1 2 3 4 5
( T i c k t h e m o s t a p p r o p r ia t e o n e )
5 . S u m m a r is e a n y r e c o g n itio n / a w a r d s t h a t y o u h a v e r e c e iv e d in r e la tio n to y o u r e d u c a tio n ,
w o r k e x p e r i e n c e , s k i l l s o r e x t r a c u r r i c u l a r a c t i v i ti e s .
P a r t B . C a r e e r G o a ls , W o r k A t ti tu d e s a n d P r e f e r e n c e s
1 . T h e m o s t im p o r t a n t n e e d s I w a n t t o s a ti s fy in m y c a r e e r a r e
a
b
c
2 . T h e s e n e e d s c a n b e f u l f i l l e d i n t h e f o l l o w in g :
A re a s S k ills / A s s is ta n c e n e e d e d
a : a :
b : b :
C o n td . . .
Career And Succession Planning
11-18
Career Development
(i) Individual career development: Some of the important steps that could
help employees achieve their career goals could be listed thus;
Career Development
Organisational career development
1. Self assessment tools – two - holding a career planning workshop (how
to prepare and follow through strategies) & circulation of a career work book
2. Individual counselling – face to face meeting between employee and
counsellor (HRD or expert)
3.Information services – job posting, skill inventory
4.Assessment programs - socialization, role play, test, interview, in-basket,
business games etc. followed by feedback what is to be done to scale the
ladder
5.Developmental activities – seminar, workshops, training, rotation,
mentoring
6.Career programs for special groups – dual career, inability to reconcile
between roles, conflict, coping strategies etc.
Cont…
Career Management
Career management includes both
•individual efforts (individual career planning and development)
•organisational actions (org. career planning and development)
aimed at setting career goals, formulating and implementing strategies
and monitoring the results.
In d iv id u a l C a re e r
P la n n in g C a re e r
A ssess needs D e v e lo p m e n t
A n a ly s e c a r e e r o p p o r t u n it ie s
S e t c a re e r g o a ls H o w in d iv i d u a ls c a n r e a c h t h e t o p ?
D e v e lo p a c tio n p la n s H o w o rg a n is a tio n s c a n h e lp ?
S e lf-a s s e s s m e n t to o ls
O r g a n is a t io n a l C a r e e r
I n d i v id u a l c o u n s e l li n g
P la n n in g
I n f o r m a t io n s e r v i c e s
A s s e s s h u m a n re s o u rc e A s s e s s m e n t p ro g ra m m e s
r e q u ir e m e n t s D e v e lo p m e n t p r o g r a m m e s
C a re e r p a th s fo r e a c h p e r s o n P r o g r a m m e s f o r s p e c ia l g r o u p s
In te g ra te c a re e r g o a ls a n d
o r g a n i s a t io n a l n e e d s
I n it i a t e c a r e e r d e v e l o p m e n t e ff o r t s
Succession Planning
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)
Replacement Chart
R e p l a c e m e n t S u m m a r y f o r ‘S e n i o r E q u it y A n a ly s t ’
S e n io r E q u it y A n a ly s t J o b h o ld e r : R a ja R a m A ge : 59
O p e n in g : In 3 Ye a rs R eason : R e t ir e m e n t
R a ja R a m ( 5 9 )
S a la r y G r a d e : 2 5 ,0 0 0 - 3 5 ,0 0 0 E x p e rie n c e : 1 2 Y e a rs
A 1 R a ja t G u p ta (4 4 )
C a n d id a t e 1
B 1 S h y a m L a l (3 8 )
N am e : R a ja t Age : 4 4 Y e a rs
C h a r t f o r 2 p o s it io n s
D e s i g n a t io n : E q u it y A n a ly s t E x p e r ie n c e : 6 Y e a rs
P e rfo rm a n c e : O u ts ta n d in g R eason : ‘S t a r ’ in th e d e p t.
G ra d e : 1 8 ,0 0 0 - 2 5 ,0 0 0 P r o m o t- : R e a d y n o w fo r
a b ili t y p ro m o tio n
C a n d id a t e 2
N am e : S hyam Lal Age : 3 8 Y e a rs
B o n d S p e c ia l is t
D e s i g n a t io n : E q u it y A n a ly s t E x p e r ie n c e : 3 Y e a r s
N ir m a la ( 3 1 ) P e rfo r m a n c e : O u ts ta n d in g R eason : N e e d s m o re
e x p e rie n c e
A 1 B a lr a j S in g h ( 2 6 ) G ra d e : 1 3 ,0 0 0 - 1 8 ,0 0 0 P r o m o t- : C a n w a it f o r
B 1 N e e la m ( 2 8 ) a b ili t y 2 Ye a rs
E x p l a n a t io n s :
A . R e a d y f o r p r o m o t io n 1. O u t s t a n d in g p e r f o r m a n c e
B. N e e d s m o r e e x p e r ie n c e 2. A c c e p t a b le p e r fo r m a n c e
C. N o t s u it a b le f o r jo b 3. P o o r p e r fo rm a n c e