Career & Succession Planning

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 What is Career?
• It can be termed as a sequence of positions
occupied by an individual during his/her
employment tenure.
• Some times it can also refer to the series of
work related activities which give continuity,
order and meaning to a person’s life.

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 Characteristics
• A career evolves over a period of time.
• It is individual centered.
• It is largely psychological.
• Typically it will include many organizations,
time frames, positions and salary levels.

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 Stages in Career
• Exploration Stage-Beginning i.e. from college.
Self exploratory one for the individual.

• Establishment Stage-Picking up the first job,

peer group influence & approval. Learning
from mistakes& assuming responsibilities. Not
much chance for impact making assignments

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 Cond------
• Mid career-Normally attained between ages
of 35-45.No more a learner. Either start
blooming or taper off. Some times decline.
Mistakes committed viewed seriously.
• Late career-Begin to play the role of the elder
statesman. Relax a bit & respected by younger
employees.

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 Cond---
• Retirement-Hang your boots after a long &
tiring career, however it was. Get along with
people & start enjoying the life, all over.

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 Factors in choosing a career
• 1.Interests
• 2.Self-Image.
• 3.Personality
• 4.Social back ground
• 5.Linkage to proficient Hobby

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 Career Planning
• What is career Planning?
• It can be termed as the process of selecting
the career goals & the strategy to achieve it.
• The major effort is to match the realistic goals
of the employee a& the opportunities
available in the organization.
• It is not an event or an end in itself. It is a
continuous process in the organization

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 Objectives
1.Attract & retain talent.
2.Optimum use of human resource to get
higher productivity.
3.Reduce employee turnover.
4.Enhance employee morale & motivation
5.Effectively meet the HR needs on continuous
basis

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 The Process
• 1.Identifyingindividual needs & aspirations
• 2.Analysing career opportunities
• 3.Aligning needs & opportunities
• 4.Action Plans& periodic reviews.

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 Career Development
• Influencing factors-
• 1.Performance-It is a very big factor.
• 2.Exposure-Getting to be noticed by those
who influence career progression
• 3.Net working-Professional & personal
Contacts to be developed in striking good
deals.

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 Cond-----
• 4.Leaveraging-Leaving one employer to grow
with another. When opportunities are
irresistible, this comes in handy.
• 5. Loyalty to career-
• 6.Mentors & sponsors
• 7.Kery Subordinates.
• 8.Expand Ability/ add to your skills

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 What Org. Do
• 1.Self Assessment tools-for employees to
assess themselves.
• 2.Individual Counseling
• 3.Providinginformation
• 4.Employee assessment programs.
• 5.Employee development programs
• 6.Programs for special groups

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 Limitations
• 1.Small units –not the best option
• 2.Environmental factors have significant role
• 3.Failure of the org. to be focused.

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 Succession Planning
• What is succession planning? The process of
ensuring a steady supply of suitable
candidates for all positions at any time in the
organization.
• The purpose is to identify & develop people
for future vacancies.

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 Relationship to Career planning
• Career planning identifies the path of growth
and succession planning determines the most
probable incumbents with a buffer.
• Both work in close tandem and are
complementary.

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 Succession Management
• 1.Identifying skill gaps& defining the
requirements.
• 2.Short listing Potential successors for the
positions
• 3.Coach/Train/Groom the persons identified.
• 4. Secure top management’s support.

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 Caution
• Top management support has to be real
• Persons not identified for growth, may be
demotivated.
• Sudden vacancies may force half baked
persons to occupy critical positions.
• Periodic reviews is a must.
• No commitment should ever be made for
growth.
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