Career Planning and Succession Planning Ppt

Topic:-Career Planning and Succession Planning

HRP and HR Audit

ROSLEY D’SOUZAROLL NO: 12

Careers and Career Planning

• Career

• The series of work-related positions a person occupies through life.

• Career Paths

• Represent employees’ movements through opportunities over time.

Objective

• Identifying and making clear opportunities available. • To reduce employee turnover.• To Increase productivity.• To identify the career stages and enhance the

motivational level.• To achieve the organization's goal by providing the

employees paths to reach higher order needs.

Career versus Job

Careers and Career Planning (cont’d)

• Organization-Centered Career Planning

• Focuses on jobs and on identifying career paths that provide for the logical progression of people between jobs in the organization.

• Individual-Centered Career Planning

• Focuses on an individual’s career rather than in organizational needs.

Organizational and Individual Career Planning Perspectives

Process of Career Planning

• Analysis of individual skills, knowledge, abilities, aptitudes etc. • Analysis of career opportunities both within and outside the

organization. • Analysis of career demands on the incumbent in terms of skills,

knowledge, abilities, aptitude etc., and in terms of qualifications, experience and training received etc.

• Relating specific jobs to different career opportunities. • Establishing realistic goals both short-term and long-term. • Formulating career strategy covering areas of change and

adjustment. • Preparing and implementing action plan including acquiring

resources for achieving goals.

Individual Career Choices

Career Choice

Interests Self-ImagePersonalit

y

Social Backgroun

d

Portable Career Path

General Career Periods

Succession Planning

• To ensure the availability of right managerial personnel at the right time in right position for continuing organizational vitality and strength.

• Getting the right number of people with the right skills, experiences, and competencies in the right jobs at the right time

Objective

• Ensure the continuity of leadership in critical positions.

• Retain and develop intellectual capital to support future growth.

• Encourage and motivate high potential employees to aspire for advancement.

Steps of Succession Planning

1. Prepare and develop a management staffing plan for all anticipated needs in different time frames

2. The second step is staffing and development. Staffing is concerned with recruitment, selection and placement. Development means development of managerial personnel through training, job rotation, counseling and guidance

3. The third step is to ensure congenial organizational environment to retain the desired managerial personnel

HR’s Role in Succession Planning

Identifying development needs of the workforce

Assisting in identifying needed future job skills

Noting employees who might fill future positions

Communicating the succession planning process to employees

Tracing and regularly updating succession plan efforts

Succession Planning

Areas for Planning “Succession”

If you think you can, you are right. Just be passionate about it. And if you lack passion, then develop it because success never comes till you are passionate about it …