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
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.
17. 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
18. 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
19. 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
20. 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
21. 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
22. 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
24. 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
25. 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
26. 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
27. 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
