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BY ANIL KUMAR B
y y y y y y y y y y y y y
INTRODUCTION SCOPE AND SIGNIFICANCE LITERATURE CITED CAREER PLANNING CAREER DEVELOPMENT STEPS IN CAREER DEVELOPMENT SYSTEM STEPS INVOLVED IN CAREER PLANNING NEED FOR CAREER PLANNING USING SWOT ANALYSIS IN CAREER PLANNING STAGES IN CAREER DEVELOPMENT CAREER COUNSELLING LEARNING EXPERIENCE CONCLUSION
y What is career?
Career as a sequence of separate but related work activities that provides continuity, order and meaning in a person s life . Edwin B. Flippo
Scope and significance
y HUMAN RESOURCE FORECASTING AND PLANNING. y CAREER INFORMATION. y CAREER COUNSELLING. y SKILL ASSESSMENT TRAINING.
y Essentials of human resource management and industrial
relations by P SUBBA RAO (pg no 239).
y HUMAN RESOURCE MANAGEMENT
--- N. G. KALE --- M. AHMED y HUMAN RESOURCE DEVELOPMENT --- SANTOSH GUPTA --- SACHIN GUPTA (stages in career planning and development)
y Using a SWOT Analysis in Your Career Planning
by Randall S. Hansen, Ph.D., and Katharine Hansen, Ph.D. (view-career-development-cycle.htm)
y hrmba.blogspot.com(need for career planning)
Career planning consists of a activities and actions that you take to achieve your individual career goals . Career planning is the ongoing process where you.
. Explore your interests and abilities . Strategically plan your career goals and . Create your future work success by designing
learning and action plans to help you achieve your goals.
Who's Responsible for Planning Your Career?
You have the lead responsibility for planning your career. Examples of career planning actions:
y Employees. y Managers. y Agencies.
y Take actions individually or with supervisor to assess
the individual interests, strengths and areas for development.
y Work with supervisor to identify on the job learning
and training opportunities.
y Identify the job related knowledge, skills, abilities,
competencies and experience that employees need to be effective in their positions.
y Help employees define short and long term
development needs that support agency objectives and employee career goals.
y Provide time and available funding for development
y Utilize the knowledge, skills and abilities of each
employee to support agency objectives and meet future staffing needs.
Career development is those personal improvements one undertakes to achieve a personal career plan .
y The purpose of career development is to:
. Enhance each employee's current job performance. . Enable individuals to take advantage of future job
. Fulfill agencies' goals for a dynamic and effective
Who's Responsible For It?
y Managers. y Human resource. y Employees.
Steps in career development system
y Step1: Needs: Here we have to define the present
system and establish roles and responsibilities of employees, mangers and organization. y Step2: Vision: Create a long term philosophy and establish the vision or objectives of the program. y Step3:Action plan: Assess the plan and obtain the support from top management. y Ste4:Results: Publicize the program and evaluate and redesign the program and its components.
Steps involved in career planning
y Self assessment of the skills, weaknesses and strengths. y Determination of one's goals. y Assessment of opportunities within and out of the organization. y Development of career strategies. y Implementing various plans. y Reassessment of plans and making new plans at regular intervals.
Need for career planning
y To map out careers of employees as per their ability and y y y y y
willingness and to train and develop them for higher positions. To attract and retain the right type of persons in the organization. To utilize available managerial talent within the organization fully. To achieve higher productivity and organizational development. To provide guidance and assistance to employees to develop their potentials to the highest level. To improve employee morale and motivation by providing training and opportunities for promotion.
Using SWOT analysis in career planning
y A SWOT analysis focuses on the internal and external
environments, examining strengths and weaknesses in the internal environment and opportunities and threats in the external environment.
Internal positive aspects that are under control and upon which you may capitalize in planning. For example
y Work Experience y Strong technical knowledge within your field (e.g.
hardware, software, programming languages) y Specific transferable skills (e.g., communication, teamwork, leadership skills)
Internal negative aspects that are under your control and that you may plan to improve. For example
y Lack of Work Experience y Lack of goals, lack of self-knowledge y Weak technical knowledge y Weak skills (leadership, interpersonal, communication,
teamwork) y Weak job-hunting skills
Positive external conditions that you do not control but of which you can plan to take advantage For example
y Field is particularly in need of your set of skills y Opportunities for advancement in your field y Opportunities for professional development in your
field y Strong network
Negative external conditions that you do not control but the effect of which you may be able to lessen. For example
y Competitors with superior skills, experience,
knowledge y Competitors with better job-hunting skills than you y Companies are not hiring people with your major or degree
Stages in career development
y EXPLORATION y ESTABLISHMENT y MID-CAREER STAGE y LATE CAREER y DECLINE STAGE
Counseling is the means by which one person helps another through purposeful conversation .
Objectives of career counselling
y To help an individual to understand himself more clearly and develop
his own thinking and outlook.
y To help individuals achieve and enjoy greater personal satisfaction. y To help individuals understand the forces and dynamics operating in
y Using swot analysis in career planning y Stages in career development y Career development cycle
y Career Planning is NOT
Leaving the decision to chance Getting information and never deciding Going along with someone else s plans It s OUR future. WE need to make our career decision!!
QUESTION AND ANSWERS?