1. Career: Termed as professional ‘ADVANCEMENT’ that means the sequence of positions that a
person holds over his or her professional life
2. Planning: A process of setting goals, establishing strategies & invent plans to coordinate
3. Career Planning: The process enables employees to identify career goals and the paths to the goals
4. HR Dept. & Career Planning:
a. Significant Role of HR Dept: Assisting employees with career planning, the HR dept. can
better prepare them for anticipated job openings identified in HR plan, resulting in a better
mix of the talents needed to support company strategies.
i. Career Education: Increasing employees awareness through
ii. Information about Career Planning: Providing information’s regarding
1. Job Description
2. Job Specifications.
iii. Career Counseling: Listening to an employee’s interest & provide the specific job
1. Employee Self Assessment
2. Environment Self Assessment
3. Career Self Assessment
5. Benefits of Career Planning:
a. Aligns strategy & internal staffing requirement.
b. Develop promo table employee.
c. Facilitate international placement.
d. Assists with workforce diversity.
e. Lower turnover
f. Taps employee potential.
g. Furthers personnel growth.
h. Reduce hoarding.
i. Satisfies employee needs
j. Assist affirmative action plan: Mgmt tool designed to ensure EEO.
6. Common Concerns of an Employees:
a. Do company training programs help my chances for promotions?
b. How do I advance my career?
c. Why hasn’t my boss given me career counseling?
d. Aren’t most promotions based on luck & knowing the right people?
e. Do I need a degree for that job?
f. With all the talk of downsizing, how secure is my job?
7. What does an Employee wants?
a. Career Equity: The equity in the promotion system with respect to opportunities for career
b. Supervisory Concern: Their supervisors to play an active role in career development and
provide timely feedback on performance
c. Awareness of Opportunities: Knowledge of opportunities for career advancement
d. Employment Interest: Different amount of information & have different degrees of interest
in career advancement, dependent on variety of factors
e. Career Satisfaction: It depends on their age & occupation, have different levels of career
8. Individual Career Development:
a. Job Performance: The most important action an individual can take to further his/her career
is good , ethical job performance
b. Exposure: The career progress is also furthered by the positive exposure ,which means
becoming known by those who matter
c. Networking: It means exposure outside the firm which may be personal or professional that
can be useful to identify better job
d. Resignations: When greater career opportunities exist out side the firm, resignation may be
one of the way to meet one’s career goal
e. Organizational Loyalty: Many orgs try to build employee loyalty through HR practices,
including career planning & development
f. Mentors & Sponsors: Many employee quickly learn that a mentor can aid their career
development as it gives informal career advice
g. Key Subordinates: Successful managers rely on subordinates who aid their performance
being highly specialized knowledge/skilled
h. Growth Opportunities: When the employee expand their abilities, they complement the
objectives of an org & contribute to the employee growth
i. International Experience: That who aspires/desires to the senior positions for them, the
international experience is becoming an increasing important growth opportunity.