Organization of talk«.
What is career planning ? Glimpse of career planning process How important is career planning Career planning done by : Individuals Organizations


. ‡ A career is the work a person does. Requires a willingness to get the training needed to build your skills for the future. It is the sequence of jobs that an individual has held throughout his or her working life E.g. Career ± Job ² ´What can I do now to make money?µ ± Career ² Chosen Profession for your life.THE MENTOR What is career?? ‡ Job vs. occupation of nursing.

THE MENTOR Career planning what·s that?? ´Career planning consists of activities and actions that you take to achieve your individual career goalsµ .

THE MENTOR Deeper insight « ‡ It is the life.concept. personality interests skills talents ‡ Develop a self.long process a person goes through to learn about himself such as ± ± ± ± ± purpose. learn about careers. while developing and coping social skills . and work situations ‡ Make a career choice.

THE MENTOR Career planning : An ongoing process Here You« ‡ Explore your interests and abilities ‡ Strategically plan your career goals ‡ Create your future work success by designing learning and action plans to help you achieve your goals. .

THE MENTOR Contd.. ‡ Career planning is building bridges from one·s current job/career to next job/career. ‡ Well-conceived career plan is flexible to accommodate changing opportunities for development . ‡ The major focus is matching personal goals and opportunities that are realistically available.

How important is career planning? ‡ People leave an organisation due to lack of career growth ‡ Deeper focus on an employee·s aims and aspirations ‡ Degree of clarity ‡ Helps in identifying handicaps & the blind spots to overcome ‡ Significant motivator ‡ Key retention tool ‡ Critical human resource strategy THE MENTOR .

Contd« ‡ High-level vision and goals of company Highare clearly made known to employees ‡ Growth of an organisation is intrinsically linked with the growth of an individual ‡ Matching organization vision & employees aspirations is must THE MENTOR .

THE MENTOR A typical Employee views a career planning Programme as a path to upward mobility The manager Win-Win situation for all sees career planning as a retention And motivational tool The top management view it as a tool for succession planning .

Whose responsible for planning ones career?? Individual Organization THE MENTOR .

Self Assessment Job Search Individual career planning process Academic/ Career options Relevant /Practical Experience THE MENTOR .

Self. skills. abilities.THE MENTOR 1. and work values ± Listing accomplishments ± Understanding physical and psychological needs ± Assessing aspirations and motivation level ± Deciphering personal traits and characteristics Interests Abilities Values Personality .Assessment ‡ Aware of the interrelationship between self and occupational choice ‡ Start by: ± Learning interests.

Assessment Competency Areas ‡ Gain self-awareness ‡ Improve selfconfidence ‡ Understand time and stress management ‡ Develop personal/professional management skills Strategies For Gaining Competencies ‡ Take exploratory classes ‡ Identify personality style ‡ Identify work values ‡ Demonstrate skills in overcoming self-defeating behaviors ‡ Identify symptoms of stress .THE MENTOR 1. Self.

narrow a general occupational direction into a specific one ‡ Start by: ± Learning academic and career entrance requirements ± Learning related majors and careers to one's interests ± Investigating education and training required ± Learning skills and experience required ± Planning academic and career alternatives ± Learning job market trends THE MENTOR . Academic / Career options ‡ Investigate the world of work in greater depth.2.

Academic / Career options Competency Areas ‡ Gain research and investigative skills ‡ Practice decision-making. interests. and values match career/academic requirements Strategies For Gaining Competencies ‡ Read occupational resources ‡ Get assistance from a counselor ‡ Talk to people who work in your areas of interest ‡ Attend Job/Career Fairs and/or Career Panels ‡ transferable skills should be be gained THE MENTOR . problem solving and critical thinking skills ‡ Increase understanding of how abilities.2.

.3. ‡ Start by: ± Testing new skills and try diverse experiences ± Deciding the type of organization in which to volunteer or work ± Assessing likes and dislikes of work values. Relevant / Practical experience ‡ Gain practical experience through internships. ± Assessing if additional/different coursework or skills are needed for your targeted career goals THE MENTOR . work environments. skills. cooperative education etc.

transferable skills ‡ Develop conflict resolution skills Strategies For Gaining Competencies ‡ Attend relevant conferences and seminars ‡ Become familiar with work settings and job descriptions ‡ Practice making decisions by supervising a group of people ‡ Talk to alumnus/a about your career goals ‡ Work part-time or during summer THE MENTOR . Relevant / Practical experience Competency Areas ‡ Gain an appreciation for working with individuals from diverse cultures ‡ Understand and practice ethical behavior ‡ Gain supervisory/leadership/ teamwork skills ‡ Enhance self-management skills ‡ Obtain work related.3.

and complete employment applications ± Learning and implementing job search strategies ± Learning and practicing interviewing skills ± Narrow your choices .THE MENTOR 4. Job Search ‡ Start by: ± Learning how to prepare resume and cover letters.

THE MENTOR 4. professional manner ‡ Communicate verbally in a clear. and relocation . and decision making to reach career goals ‡ Develop budgeting skills in relation to the job search. Job Search Strategies For Gaining Competencies ‡ Register with Career Planning & Placement Services ‡ Review resume with a career counselor ‡ Receive referrals Competency Areas ‡ Ability correspondent in a coherent. travel. concise manner ‡ Effectively use networking. problem-solving.

Organizational career planning process Projected Outcome Career planning options Transitions Career Time Direction THE MENTOR .

THE MENTOR Organizational career planning process 1. Transition ± Relates to changes expected to a career goal ± Analyzing transition factors ± Setting goals and a timetable . Career time ± Relates to distance & speed of an employee ± How far & how fast can employee move on career path?? 3. Direction ± ± Assessing employee wants and organizational needs common goal setting 2.

± Lateral ± Change to Lower Grade ± Mobility. ± Job Enrichment ± Exploratory Research 5.THE MENTOR Contd« 4. Career planning options ± Advancement. Projected Outcome ± Calculate the risks attached ± How well will it pay off? .

take all necessary initiative ‡ Supervisors/ Managers ± Make career planning an ongoing process ± Explain employees importance of growth. need for change THE MENTOR ± Personal commitment .Some important guidelines ‡ Employees ± Discuss any concerns regarding career or professional development with supervisor ± Its your career.

THE MENTOR Contd« ± ± ± ± Acquire skills to be a good developer Give essential feedback to employees Provide a work environment that is conducive Supportive and motivational atmosphere ‡ Organizational ± Existence of supportive organizational structure suitable to employees needs ± Provide resources dollars and time .

WE need to make our career decision!! .THE MENTOR 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.