HRD Career Planning

CAREER PLANNING

Presented byPresented by

Anuja Anuja

(2009-2011)(2009-2011)

What is Career ??• Job V/S Career

– Job – “What Can I do now to make money ?”

– Career- Chosen profession of your life. Requires willingness to get the training needed to build your skills for the future.

• A career is the work a person does. It is the sequence of positions held by a person during the course of his/her lifetime.

Career Planning what’s that ? ?

“A process to gain insight into what a person is, where he is and where he wants to go in his career.”

Deeper Insight…• It is the life- long process a person goes

through to learn about himself such as– Purpose– Personality– Interests– Skills– Talents

• Identifies what is important, what career path to opt & skill building to improve

• Make a career choice while developing & coping social skills

Characteristics • It is an ongoing process.• Defines life career, abilities, and interests of

employees• Describes various roles an individual may have as a

part of his life career & organisation• Helps develop skills required to fulfill career roles

in/out side organisation• Charts out occupational/professional directions as

they relate to goals.

Importance• People leave an organisation due to lack of

career growth• Helps in identifying handicaps & the blind

spots to overcome • Retention & development of high potential

employees• Critical human resource strategy • Builds internal staff capabilities (bench strength) for

the emerging organizational demands• Facilitates developmental moves across the

organisation

Contd..• High-level vision and goals of

company are 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 top management view it as a

tool for succession planning

The manager

sees career planning

as a retention And

motivational tool

A typical Employee

views a career planning

Programme as a path to

upward mobility

Win-Win situation for all

Career Planning Techniques

• Personal Development Planning

• Training & management development

• Mentoring

• Career Counseling

Personal development planning

• Carried out by individuals with guidance, encouragement from supervisor/HRM

• Sets out the action proposed by individuals• BUT receive support from organisation• Purpose is to provide “Self organized learning

framework”

Stages in PDP

Analyze situation

Set Goals`Prepare

action Plan

Management Development

• Development on the job through coaching, counseling, monitoring and feedback by managers on a continuous basis

• Development through work experience, which includes job rotation, job enlargement,

• Formal training by means of internal or external courses

Mentoring

• Process of using specially selected and trained individuals to provide guidance and advice which will help to develop the careers

• coaching in specific skills

• helping people to help themselves

• parental figure with whom the trainee can discuss their aspirations

Career Counseling

• Counseling Sessions between individual & manager

• Give opportunities to discuss aspirations & concerns

• Managers get the chance to comment on them helpfully

Whose responsible for planning ones career??

Individual Organization

Individual Career Planning

Organizational Career Planning

Your career is not a matter of chance- it is a matter of choice.

It is not to be waited for, but to be achieved.

Individual Career PlanningCareer Planning is now the primary

responsibility of individuals.

Individual Career Planning Process

Self-Assessment

Explore Information

Explore Opportunities

Make Decision

Action Plan

Audit Results

Individual Career Planning Process

Self-Assessment

Step 1: Self- AssessmentProcess of gathering information about self in order to make an informed career decision

What are my motivating skills, interests & values?

What new learning do I want?

What work-life role do I want?

Which work environment am I most suited to?

Explore Information

Step 2: Explore InformationProcess of assessing the data gathered about self and exploring it with an open perspective

How do I consolidate my self-assessment information?

How do I use self-assessment data to develop options?

Are these options compatible with my lifestyle?

Do I have any barriers/constraints at this point?

Individual Career Planning Process

Explore OpportunitiesStep 3: Explore OpportunitiesGathering career information which includes- employment outlook, salary, education, training & job duties

What work-life options are available to me?

Who can I ask for guidance?

How can I check my work-life options?

Individual Career Planning Process

Make DecisionStep 4: Make DecisionProcess of decision-making for future career option

Has the technique been adopted by me for deciding on my career option a valid one?

Who will listen to me and assist me with my decision making ?

Individual Career Planning Process

Action PlanStep 5: Action PlanDevelop the steps needed to take in order to reach your goals

Have I planned what I need to do now and later?

What support is available to me to assist me in making it happen?

How do I market myself?

What should I put in my resume?

Do my interviewing and negotiating skills need improving?

Individual Career Planning Process

Audit ResultsStep 6: Audit ResultsBy working through the earlier steps develop a better understanding of ones career situation and audit the results

Have my expectations been met?

Are the results beneficial to me?

What can I do to retain the benefits

What have I learnt from the transition process?

Individual Career Planning Process

Organizational Career PlanningProcess of planning one’s work life and involves evaluating abilities and interests, considering alternative career opportunities, establishing career goals, and planning practical development activities.

“Organizations have their own vision and individuals their own aspirations. Alignment both create a win-win situation and the lack of such alignment can create movement in haphazard directions leading to loss of productivity, morale, etc.”

Types Of Career Programmes

Career Pathing

Career Counseling

Human Resources Planning

Career Information System

Management Faculty Development Programme

Training

Special Programmes

Organizational Career Planning

Corporate and HR Responsibility• Organization is also responsible to support or to

proactively carve employees career progression • should keep a track on the performance and progress of

all the professionals • Provide information of existing & future opportunities

and growth avenues• It’s an important function but its one of the most

neglected too• HR department should chalk out well structured system

for career planning

Recommendation For The Employer:

• Provide employer with the tools & opportunities to enhance their skills.

• Create an environment for continuous learning by supporting & rewarding employee development & learning.

• Provide opportunities for self-assessment.

• Provide opportunities for additional training, including orientation & training.

• Have managers trained as coaches & mentors to assist employees.

Organizational Career Planning

Recommendation For The Employer:

• Use reward systems that support the organization's career development strategy.

• Make sure the career programmes are integrated with other human resource programmes.

Organizational Career Planning

Advantages Of Career Planning

For Individuals: Knowledge Of Various Career

Opportunities, his Priorities Etc.

Internal Promotion ,Up gradation And Transfers

Improves Employee Performance

For Organizations: Availability Of Human Resources

It Ensures That The People Belonging To Backward Communities Get Equal Opportunities For Growth And Development.

Enhances Cultural Diversity

Promote Organizational Goodwill

Advantages Of Career Planning

Results Of Career Planning

More realistic approach of what is expected of them

Supervisory roles in career counseling are clarified

Personal career planning ability is increased

Human Resource Systems are effectively utilized.

ConclusionThank You….