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life orientation CAREER PLANNING

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  • 1. Career Planning
  • 2. Learning outcome…. What is career planning ? Career planning process Importance of career planning Career planning done by : Individuals Organizations Guidelines
  • 3. What is career??  Job vs. Career  Job – “What can I do now to make money?”  Career – Chosen Profession for your life. Requires a 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 jobs that an individual has held throughout his or her working life E.g. occupation of nursing, store manager etc.
  • 4. Career planning what’s that?? “Career planning consists of activities and actions that you take to achieve your individual career goals”
  • 5. Deeper insight …  It is the life- long process a person goes through to learn about himself such as  purpose,  personality  interests  skills  talents  Develop a self- concept, learn about careers, and work situations  Make a career choice, while developing and coping social skills
  • 6. Career planning : An ongoing process Here You…  Explore your interests and abilities  Strategically plan your career goals  Create your future work success by designing learning and action plans to help you achieve your goals.
  • 7. How important is career planning?  People leave an organisation due to lack of career growth  Deeper focus on an employee’s aims and aspirations  Degree of clarity  Helps in identifying handicaps & the blind spots to overcome  Significant motivator  Key retention tool  Critical human resource strategy
  • 8. A typical Employee views a career planning Programme as a path to upward mobility The manager Win-Win situation for all The top management view it as a tool for succession planning sees career planning as a retention And motivational tool
  • 9. Whose responsible for planning ones career?? Individual
  • 10. Self Assessment Job Search Individual career planning process Relevant /Practical Experience Academic/ Career options
  • 11. 1. Self- Assessment  Aware of the interrelationship between self and occupational choice  Start by:  Learning interests, abilities, skills, and work values  Listing accomplishments  Understanding physical and psychological needs  Assessing aspirations and motivation level  Deciphering personal traits and characteristics I n t er est s Val u es Abi l i t i es Per son al i t y
  • 12. 2. Academic / Career options  Investigate the world of work in greater depth, narrow a general occupational direction into a specific one  Start by:  Learning academic and career entrance requirements  Learning related majors and careers to one's interests  Investigating education and training required  Learning skills and experience required  Planning academic and career alternatives  Learning job market trends
  • 13. 3. Relevant / Practical experience  Gain practical experience through internships, cooperative education etc..  Start by:  Testing new skills and try diverse experiences  Deciding the type of organization in which to volunteer or work  Assessing likes and dislikes of work values, skills, work environments,  Assessing if additional/different coursework or skills are needed for your targeted career goals
  • 14. 4. Job Search  Start by:  Learning how to prepare resume and cover letters, and complete employment applications  Learning and implementing job search strategies  Learning and practicing interviewing skills  Narrow your choices
  • 15. Career Planning is NOT…  Leaving the decision to chance  Getting information and never deciding  Going along with someone else’s plans It’s OUR future. WE need to make our career decision!!
  • 16. 11-2 ANNOTATED OUTLINE The concept of career A career comprises of a series of work related activities, that offer continuity, order and meaning to a person’s life. The underlying idea behind a career is that a person can shape his destiny through a number of well planned and well timed, positive steps. The success of one’s career, therefore, depends on the individual more than anything else. Career And Succession Planning
  • 17. 11-3 Career: Important features  A career develops over time  The success of one's career depends, most often, on one's own careful planning and timely steps taken at a right time  The important element in one's career is experiencing psychological success. The typical career of a person today would probably include many positions and transitions. Career And Succession Planning
  • 18. 11-5 Career stages Exploration: the transition that occurs in mid-twenties as one looks at work after college education, seeking answer to various questions about careers from teachers, friends etc.   Establishment: this is the stage where one begins the search for work,picks up the first job, commits mistakes and learns thereafter.  Mid-career: Between 35 and 50 one is typically confronted with a plateaued career, where your maturity and experience are still valued but there is the nagging feeling of having lost the initial fire in the belly  Late career: This is the stage where one relaxes a bit and plays an elderly role, offering advice to younger ones as to how to avoid career mistakes and grow continually.  Decline: This is the stage where one is constantly reminded of retirement, after a series of hits and misses. Career And Succession Planning
  • 19. 11-6 Golden rules to be kept in mind while searching for a job 1. List all your wins and achievements, then draw a second list from it – highlighting different aspects of your personality. Do not underplay your achievements. 2. Seek help from all your contacts. Asking for help during job hunt is like asking for directions when you are lost. It is better to ask for directions than to stay lost. 3. Your resume should not be a condensed biographical sketch (nor a razzle- dazzle document) of your life and work. It must reveal your experiences, diverse skills and vast knowledge in an appropriate manner. 4. Be ready to respond positively (“I can do that”) to tricky questions probing your knowledge and experience in a different area. Having a “can do” attitude can sometimes be more important than the actual experience. This way, one is sure to get at least interesting work where one can learn and get ahead. 5. Be it a war or an interview, before actually going full throttle, one needs to plan and prepare well and at the same time watch out for the unexpected. The best way out is to arm oneself with answers for all the possible questions. Cont… Career And Succession Planning
  • 20. 11-12 The process of career planning  Identify individual needs and aspirations  Analyse career opportunities  Align employee needs with available career opportunities  Develop action plans  Carry out periodic review Career And Succession Planning
  • 21. 11-13 Career Development Career development consists of the personal actions one undertakes to achieve a career plan. The actions for career development may be initiated by the individual himself or by the organisation Individual career development: Some of the important steps that could help employees achieve their career goals could be listed thus; Career And Succession Planning
  • 22. 11-14 Individual career development  Performance  Exposure  Networking  Leveraging  Loyalty  Mentors and sponsors  Key subordinates  Expanding capabilities over time Career And Succession Planning
  • 23. 11-15 How to avoid big career mistakes while getting ahead? After interviewing more than 2000 executives, E.D. Betaf has identified the following career mistakes-which would come in the way of someone who wants to get ahead. Having no plan: Conflict is an inescapable path of organisational life. So if you are in conflict with someone who could derail your career-think twice before getting into the soup. Instead work out the details of a plan that would help you move closer to those who matter in your workspot.   Lacking expectations: People who don’t understand what their employer would expect them to deliver are bound to miss the bus. Always better to read your job description, identify important tasks to be carried out, seek clarifications from your boss and deliver things in tune with your boss’s instructions.  Being a loner: The golden rule of work is relationships, relationships and relationships. Friendly relationships help you move closer to your colleagues, make you an important member of a team and build longlasting bonds with people in other departments as well. It’s far too risky to be a loner and expect your work to speak for itself. Having allies who speak well of your has an added benefit in that it increases your visibility to top management. Cont… Career And Succession Planning
  • 24. 11-24 Advantages And Career Planning Limitations Of Career planning offers significant benefits to both the individual and the organisation. The employee has advance knowledge of available career opportunities. He or she can set appropriate career goals and plan to achieve them over a period of time. Organisations, too, can separate the stars from the mediocre and reward the efforts of those who are hard working and talented. This would, in turn, improve employer-employee relations. On the negative side, for small scale units, career planning may prove to be a difficult and costly exercise. Sometimes, local laws, union pressures could upset career planning efforts. Not every company would be able to resolve all career related issues successfully. Career And Succession Planning
  • 25. 11-25 Effective Career Planning Effective career planning depends on a number of factors such as Effective career planning  Ensuring top management support  Setting appropriate corporate goals for human resources  Offering rewards for good performance  Placing employees depending on their talents, career aspirations etc  Laying down suitable career paths for all employees  Monitoring continuously to find where the organisation stands  Giving publicity to career related issues and actions Career And Succession Planning
  • 26. 11-28 Succession Management Succession management focuses attention on creating and stocking pools of candidates with high leadership potential. It assures that key people are not just identified but also nurtured and developed into future leadership roles Steps in succession management  Identifying the shortage of leadership skills and defining the requirements  Identifying potential successors for critical positions  Coaching and grooming the 'star performers' The interesting case of BAJAJ AUTO  Arm your successor  Begin at the edges  Start succession early  Prepare the organisation. Career And Succession Planning
  • 27. Acknowledgments http://careers.accenture.com/in-en/about/consulting/Pages/management-consultingcareers.aspx http://www.careers.tcs.com/CareersDesign/Jsps/WorkingatTCS.jsp http://articles.timesofindia.indiatimes.com/2010-01-09/india/28139161_1_nariman-s-pointjunior-lawyers-final-list/2

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