DEFINATION OF CAREER

 1.Career is a sequence of attitudes and behaviors

associated with the series of job and work
related activities over a person’s life time.

 2.Succession of related jobs ,arranged in

hierarchical order, through which a person moves
in an organization.
ESTABLISHMENT STAGE
 Identification of the best possible talent for the
organization
 Communicating the correct and positive of the
organization to the employee
 Maximum learning and favorable attitudes of the
employees towards the organization
 Assigning challenging jobs to employees to
enable them test their abilities and skills/
 Designing of development plan ,identification of
development needs, deciding career steps, etc
MAINTANANCE STAGE

 Strategies motivate employees, so that they can

be productivity utilized even without promotion
 Adequate oppertunities for transition from
specialist cadres to generalist position at higher
levels of the organization
 Help employees to adjust to their changing role s
their career shifts from active position to advisory
position
 Help employees to prepare for retirement
DECLINE STAGE

 Manage retirement without destroying the

employee’s sense of self-worth

 Invent new creative part-time roles for which can

use their knowledge, experience and wisdom
ADVANTAGES OF CAREER DEVELOPMENT
 It reduces employee turnover by providing
promotional avenues
 It improves morale and motivation
 It enables organizations to man promotional
vacancies internally
 It ensures better utilization of employee’s skills
and provides increased work satisfaction to
employees
 It makes employees adaptable to the changing
requirement of the organization.
Career development programs ensure equitable
promotional decisions for every human in an
organization
 OBJECTIVES OF CAREER DEVELOPMENT
 To attract and retain persons in an organization
 To utilize human resources optimally
 To improve morale and motivation level of employees
 To reduce employee turnover
 To practice a balanced ‘promotion from within’ policy
 To make employees adaptable to changes
 To maintain harmonious industrial relation.
To increase employee’s loyalty commitment to the organization
 To inculcate equitable employment practices providing equal
career progression opportunities to women and minorities
DIFFERENT STAGES OF CAREER DEVELOPMENT
 Exploratory stage
 Establishment stage
 Maintenance stage
 Stage of decline
EXPLORATORY STAGE
 Ensure the availability of accurate information
about the various occupations existing in the
organization to the new employee
 Create opportunities to enable new employees to
get information with the organizational careers
through job rotation, internship, visit different
units, seminars, etc.
 Sponsor educational and training programmes for
ensuring supply of potential talent in future.
 Career planning and Succession planning
Career planning
 It covers all levels of
employees.
 It is concerned with the
positions an employee is fit
to hold in an organisation.
 It is generally the mutual
responsibility of both the
employee and the
management.
 It is the process by which a
person selects his career goals
and the career path to reach the
goals.
Succession planning
 It covers only top level
executives.
 It is concerned with the
identification of vacancies
that are likely to arise at the
higher levels.
 It is the task of the
management alone.
 It is the process by which
successors are found to key
executives of the organisation.
CAREER PLANNING AND SUCCESSION PLANNING

Meaning

Career planning is the process by which a person

selects his career goals and the path to attain
these goals.
 Characteristics of career planning

• It is a process of developing the human

resource of an organisation.
• Integration of individuals and organisation
needs is the main objective of career planning.
• Career planning is mutually beneficial.
• Career planning is a continuous process as the
work environment is never static.
 Need for career planning

 To attract talent.
 To enable employees to meet future challenges.
 To provide career advancement benefits.
 To ensure correct placement of employees.
 To promote job satisfaction.
 Process of career planning

The process of career planning involves the

following stages:
1. Analysing the potentials of individuals.
2. Analysing career opportunities.
3. Matching individual aspiration and
organisational needs.
4. Preparing and implementing action plans.
5. Review.
 Advantage of career planning
For employees:
knowledge of career opportunities.
Longer association.
Greater skills and qualification.
Career paths and promotion opportunities.
For organisations:
 Increases employees loyalty.
 Availability of career prospects.