career planning

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career planning

  1. 1. CAREER PLANNING
  2. 2. Team MembersBhavna Dhapola 10Anushri Parkar 33Kilpa Sangoi 46Jean Fernandes 12Adelbert Fernandes 11
  3. 3. Introduction Career: Herbert Simon defines career as “an honourable occupation with one normally takes up during his/her youth with the expectation of advancement and pursues it until retirement Career planning and development is a means by which an organisation can sustain or increase its employees productivity and at the same time preparing them for a changing world. According to Milkovich and Boudreau Career development = Career management + Career planning
  4. 4. Objective of career planning 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 organisation’s goal by providing the employees paths to reach higher order needs.
  5. 5. Career Planning Flow & Stages Career Planning Career Goals Career Paths Career Feed Back Career stages and Important needsNeeds Safety, Safety, Achievement Esteem Self Security Security esteem, actualization actualization Physiological autonomy Age 20 25 30 45 55 65CareerStages Exploration Establishment Advancement Maintenance Retirement
  6. 6. Scope Of Career Planning Human Resource forecasting and planning Career Information Career Counseling Career Pathing Skill Assessment training Succession Planning
  7. 7. Types of Career Test Career Interest Test Personality Test Skill Test
  8. 8. CAREER ANCHORS Technical Competence Managerial competence Stability and Security Creativity and Challenge Freedom and Autonomy Dedication to a cause Lifestyle
  9. 9. Why a career plan could fail ! Efforts are insincere Look for immediate benefits Lack of interaction with hired agencies Impracticability in introduction No system to evaluate Bureaucratic model of organization
  10. 10. Importance of career planning Involvement of the employer and employee Employees need to be aware of the organizational opportunities.
  11. 11. Case Study – Colgate Palmolive Employees fill the IDP Form The form is sent to the managers Employees and managers discuss  Employees interests  Strengths  Trainings HR arrange for the training
  12. 12. Cadbury – Case study Early Career Mid Career Senior career
  13. 13. Early Career First 5 years of employment Management skills training Internal- short term placements Workshops MentoringAim – Understanding of Business structure.
  14. 14. Mid Career Team Management trainings Strategic leadership trainings International opportunities Ongoing career dialoguesAim – Equip with capability to lead teams, develop and deliver business stratergies
  15. 15. Senior Level Highest level Approximately 150 members globally Global leadership conference Executive development programme External expert coachingAim – Support personal leadership styles to set business stratergies.
  16. 16. Steps in Career planning (Employee perspective) Make Career Planning an Annual Event Map Your Path Since Last Career Planning Reflect on Your Likes and Dislikes, Needs and Wants Examine Your Pastimes and Hobbies
  17. 17.  Look Beyond Your Current Job for Transferable Skills Review Career and Job Trends Set Career and Job Goals Explore New Education/Training Opportunities Research Further Career/Job Advancement Opportunities
  18. 18. Thank You

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