CAREER PLANNING

MINU MATHEW
NEERAJ VIJAY
CAREER
 Career can be identified as an integrated pace of vertical
and lateral movement in an occupation of an individual
over his employment span.
 Career is often defined as external career and internal
career
External career refers to the objective categories used
by society and organizations to describe the progression
of steps through a given occupation
Internal career refers to the set of steps or stages
which make up the individual’s own concept of career
progression with an occupation
NEED FOR CAREER PLANNING
Career Planning is necessary due to the following reasons:

1. To attract competent persons and to retain them in the organization.

2. To provide suitable promotional opportunities.

3. To enable the employees to develop and take them ready to meet the future
challenges.

4. To increase the utilization of managerial reserves within an organization.

5. To correct employee placement.

6. To reduce employee dissatisfaction and turnover.

7. To improve motivation and morale.

CAREER PLANNING
 Career planning is the process by which one selects
career goals and the path to these goals
 Career planning process evaluates one’s abilities and
intersts,considering alternative career opportunities
,establishing career goals and planning practical
development activities.
 An improved career planning is the joint responsibility
of both the organization and the employee.
STEPS IN CAREER PLANNING
INDIVIDUAL CAREER PLANNING
 Self assessment of the skills, weakness and strength
Only then a person will be able to plan the career
better using the skills and also consider the various
factors that are causing his weakness.
 Determination of one’s goals

This will help an individual to work towards the goal

and also create a pathway for making his dream come
true. If there is no goal then the person will not have any
path to go into and no ambition or will to be successful
 Assessment of opportunities within and out of the
organization
The person should make sure that all the opportunities
that are coming in his way are used maximum.
 Development of career strategies

These strategies are based on the various opportunities

for growth of the person within the organization where
the person is working at present. Other opportunities
outside the company also have to be thought of while the
person is working so that his goals are achieved.
 Implementing various plans
These plans are very important and has to be carefully
verified before they are implemented.
 Reassessments of plans and making new plans at
regular intervals
As the person keeps working, the various situations in
the personal life or in the financial freedom of the person
may change and so the individual has to try to reassess
and make new plans at regular intervals.
ORGANISATIONAL CAREER PLANNING

 Preparing personal skills inventories

This contains:
-data on the employee skills
-career goals
-data bank
Data bank provide information on organization
structure, persons occupying different positions in
organisation,their age, performance record &ratings,
interpersonal abilities etc.
 Developing career paths
Career path is a logical mapping out of jobs which
represent a potential progression tract that an employee
may follow over time.
 Put the right man at the right place

Identify suitable employees who have the ability,

potential and willingness to take up higher
responsibilities and rise up the organizational ladder. For
this most of the organizations have performance
appraisal and merit rating system.
 Impart training
It includes formulation and implementation of training
and development programs so as to improve technical
and conceptual skills of employees, particularly in those
areas which have been identified as deficient through the
performance appraisal system.
 Review and counseling

It develops suitable promotion and transfer policies,

periodic review of career development plans career
counseling.
CONCLUSION
 Most of the companies now consider employees as their
important assets
 For manning senior executive positions, organizations
are now giving more importance to knowledge than
functional skills
 Merit is now getting overriding priority than seniority

 Organizations are now more keen to get rid of those

employees who are now redundant due to changing
requirements
LG TAKES UP CAREER PLANNING FOR
EMPLOYEES
 LG Electronics India is taking up a 5-year
programme to nurture the career of its
employees
 The company has made the programme
mandatory for its employees that number
about 1,900
Thank You . . .