8-Career Planning and Development

8/14/2019 8-Career Planning and Development

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CAREER PLANNING


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Formal programes that organizations

implement to increase the

effectiveness and efficiency of the

human resources available. Everyperson joining an organization has a

desire to make career as per his

potentiality, ability, skills and so on.


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CAREER PLANNING

Career planning is the process by which a

person selects career goals and the path to

these goals.


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OBJECTIVES OF CAREER PLANNING

Formulation of personal and professional goals

Analysis of strength and weaknesses

Developing alternatives

Developing contingency plans

Monitoring career plans

To motivate the employees and boost their moral

Effective utilisation of human resources


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BENEFITS OF CAREER

PLANNING ANDDEVELOPMENT


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Benefits to the individual

To discover his on talent

The individual has greater awareness of his work

environment

Developing positive attitude and approach

Analysis strength and weakness

Clear goal setting capacity

Meeting contingency

It is helpful to understand employees needs


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BENEFITS TO THE ORGANISATION

Increase efficiency and productivity

Reduce staff absenteeism

Helps to avoid obstacles

Supply qualified persons

Reducing pressure on job classification

It promote optimum utilisation of resources Reduce costs


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Career stages

1. Exploration

2. Establishment

3. Mid-career stage4. Late career

5. Decline stage


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EXPLORATION

Almost all candidates who start working aftercollege education start around mid-twenties.

Many a time they are not sure about future

prospects but take up a job in anticipation ofrising higher up in the career graph later.

From the point of view of organization, this

stage is of no relevance because it happensprior to the employment


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ESTABLISHMENT

This career stage begins with the candidategetting the first job getting hold of the rightjob is not an easy task.

Candidates are likely to commit mistakes andlearn from their mistakes.

Slowly and gradually they become

responsible towards the job. Ambitious candidates will keep looking for

more lucrative and challenging jobselsewhere.


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MID-CAREER STAGE

There is continuous improvement in performance.

Employees who are unhappy and frustrated with thejob, there is marked deterioration in theirperformance.

Employees must remain productive at this stage.Climbers must go on improving their own

performance. Authority, responsibility, rewards andincentives are highest at this stage.

Employees tend to settle down in their jobs and jobhopping is not common.


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LATE CAREER

This career stage is pleasant for the senior

employees who like to survive on the past

glory.

There is no desire to improve performance

and improve past records.

Such employees enjoy playing the role of elder

statesperson.

They are expected to train younger employees

and earn respect from them.


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Decline stage

This career stage represents the completion of

ones career .

After decades of hard work, such employees

have to retire.

Employees who were climbers and achievers

will find it hard to compromise with the

reality.

Others may think of life after retirement.


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Factors influencing career choices

1. Interests

2. Self-image

3. Personality4. Social backgrounds


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Career planning process

1. Identifying individual needs and aspirations

2. Analyzing career opportunities

3. Aligning needs and opportunities4. Action plans and periodic review.


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Career development consist of

personal actions one undertake to

achieve a career plan. it may be

initiated by the individual himself or

by the organisation.


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Individual career development

a) Performanceb) Exposure

c) Networking

d) Leveraging

e) Loyalty to career

f) Mentors and sponsors

g) Key subordinates

h) Expand ability


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Organisational career development

a) Self-assessment tools (career planning

workshop and career work book)

b) Individual counselling

c) Information services :- job posting system,

skills inventory, career ladders and career

paths, career recourse centers.


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d) Employee assessment programmes :-

assessment centers, psychological tests,

promotability forecasts, succession planning

e) Employee development programmes

f) Career programmes for special groups.


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Career anchors

Career anchors

A career anchor is that one element in a

persons self-concept that he or she will not

give up, even in the face of difficult choices.

In Career anchors: discovering your real

values, motivation and values affect career

choices and preferences


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What is a Career Anchor?

Your Career Anchor represents your unique

combination of perceived career competence,

motives, and values.


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Why are Career Anchors Important?

Even when they claim to have your best interestsin mind, unfortunately most of today'sorganizations "manage" their workers' careersaccording to what's best for the organization, andnot the individual.

That's why it's so important to be self-reliantwhen it comes to managing your career, on yourown terms.

Career Anchors can help you identify your CareerAnchor, which encompass your primary areas ofcompetence, motives, and career values


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Your 'career anchor' is what really

drives you at work. It is a mixture of

your motives, values and how yousee your own personal competence.


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Differences in Career Anchors help to explain why somepeople with similar background, education and professionaltraining make such different career choices.

For example, some engineers are intrinsically interested intheir profession, enjoying the challenge of resolvingcomplex technical problems;

others see their profession as a step towards seniormanagement, happy to leave the technical problems to

others. Others quickly set up their own business, anxious to create

their own enterprise and to make their distinctive mark onthe world.

The difference is due to their career anchor: The underlyingdrive or combination of drives that motivates each personto make one choice rather than another.


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Important career anchors are

1. Managerial competence

2. Technical competence

3. Security

4. Creativity

5. Autonomy

6. Dedication to a cause

7. Pure challenge

8. Life style.


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Reference -Human resourcemanagement by VSP Ravoo

8-Career Planning and Development

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