Career

Planning

Abhishek Dogra
Roll No. : 3843
HRM 05
 Introduction
 The term career means advancement in terms of achievements or higher
assignments/positions in activi­ties one is pursuing. Career reflects the individual
and organizational definition of what is worthwhile set of activities to pursue
throughout a life time.
 In a sense, one speaks of two aspects of a career:
(i) A career as reflected in a set of job description and organizational norms,
and the rights and duties of a given position in an organization.
(ii) A career as reflected in a set of needs and motives, which the individual tries
to fulfil through his/her work and the rewards he/she obtains for that work—
money, prestige, organizational membership, challenging work, freedom, and other
satisfaction.
 Definition

 A career maybe defined as all the positions occupied by a person during his
working life. Career planning is the process by which one selects career goals and
the path to these goals. The major focus of career planning is on assisting the
employees achieve a better match between personal goals and the opportunities
that are realistically available in the organization.
 Need
 To provide suitable promotional opportunities to the employees who are really
deserve for it.
 To attract competent capable, skilled trained candidate toward the company and to
retain them in the organization.
 To optimize the utilization of managerial reserves within an organization.
  To reduce employee dissatisfaction and turnover.
 Objectives
 Objective # 1. To Anticipate Future Vacancies:
The future vacancies that may arise due to retirement, resignation, death, etc., at
managerial level are anticipated by career planning.
 Objective # 2. To Develop an Awareness:
To Develop an Awareness of Each Employee’s Uniqueness Career planning maps out
careers of employees suitable to their ability and their willingness to be trained and developed
for higher positions.
 Objective # 3. To Facilitate Expansion and Growth of Enterprise:
Career planning plays a vital role in facilitation of expansion and growth of the
enterprise. The employees who are required to fill job vacancies in future, can be identified
and developed in time.
 Characteristics
 Development of Human Resources – It is a process of developing human resources
rather than an event. It is not an end in itself. Instead, it is a mean of managing people to
obtain optimum results.
 Involvement Survey of Employees Abilities and Attitudes – A survey of
employee’s abilities and attitudes is done under career planning.
 Participative Process – It is a participative process and under it, job assignments are
based on merit alone.
 Pervasive Process – It is the responsibility of an organization to provide guidance and
counselling to its employees in planning their careers and in developing and utilizing their
knowledge and skills.
 Continuous Process – Due to an ever changing environment career planning is a
continuous process.
Career Planning - Step Process
 Effective Career Planning
 To ensure successful career planning, a number of steps should be taken,
these include:
 Support – Career planning efforts must receive consistent support, commitment and
assistance from the top management of the organization .
 Goals – The corporate goals must be laid down clearly in terms of career development
opportunities in the organization.
 Career Paths – The career paths for different types of employees must be laid down
clearly.
 Continuous Tracking – Career planning efforts should be carried out on a
continuing basis keeping the changing needs of the employees and the
organization in mind.
 Publicity – Everyone should be aware of the career opportunities within the organization.
 CONCLUSION
 Career planning is a must for every individual in order to become
successful in life.
 Career planning bring out the best within the individual and help
utilize person’s skills and abilities to the optimum level.
 Prepare for setbacks and successes to ensure your career.
Thank you