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CAREER PLANING <br />&DEVELOPMENT<br />Presented By—                           Group-3                                    ...
       CONTENTS—<br />CAREER<br />CAREER PLANNING<br /> NEED FOR CAREER PLANNING & ITS PROCESS<br />SUCCESSION PLANNING<br...
  THE CONCEPT OF CAREER <br />The popular meaning of CAREER  is reflected as –<br />The idea of moving upward in one’s cho...
CAREER CHOICES & PERSONALITY<br />Choice of a career is an expression of personality <br />And not a random event.<br />SI...
CAREER PLANING<br />It essentially means helping the employee plan his career in terms of his capabilities within the cont...
IMPORTANT TERMS IN CAREER PLANNING<br />CAREER GOALS<br />CAREER CYCLE<br />CAREER PATHS<br />CAREER ANCHORS<br />CARRER P...
CAREER STAGES<br />At different-different stages the needs & motives are different & we will go through the under mentione...
CAUSES OF EARLY CAREER DIFFICULTIES<br />Initial job Challenges.<br />Initial job satisfaction.<br />Initial job Performan...
CAREER DEVELOPMENT DURING MIDCAREER<br />Managers who reach the Midcareer Stage  are typically key peoples.<br />Circes wi...
NEED FOR CAREER PLANNING<br />To attract competent persons & to retain them in organization<br />To provide suitable promo...
PROCESS OF CAREER PLANNING PROGRAM<br />Identifying individual needs & aspirations<br />Analyzing career opportunities<br ...
SUCCESSION PLANNING<br />A succession plan is a plan for identifying who is currently in post and who is available and qua...
CAREER DEVELOPMENT<br />It consists of  the personal actions one undertakes to achieve a career plan.<br />               ...
STEPS INVOLVED IN CAREER DEVELOPMENT SYSTEM <br /> There are 4 steps—<br />Step 1-   Needs<br />Step 2–   Vision<br />Step...
OBJECTIVE OF CAREER DEVELOPMENT           ADVANTAGE OF CAREER     DEVELOPMENT <br />
CAREER DEVELOPMENT ACTIONS<br /> JOB PERFORMANCE<br /> EXPOSURE<br /> RESIGNATION<br /> CHANGE THE JOB<br /> CAREER GUIDAN...
CAREER DEVELOPMENT & PLANNING PROGRAMS:PROBLEMS & ISSUES—<br /> Integrating Career Development & workforce planning.<br />...
1.Integrating Career Development & workforce Planning<br />Career Development provides a supply of Talents & Abilities, Wo...
2 Managing Dual Careers<br />  1. Conducting Survey<br />  2. Present Realistic Preview<br />  3. Revised Polices<br />  4...
3.Equal Employment Opportunities-<br />There are still peoples who believes that womens &  minorities do not have the abil...
SUGGESTIONS FOR EFFECTIVE CAREER DEVELOPMENT<br /><ul><li> support
Reward performance
Job positioning
Career counselling
Continuing education and training
Periodic job changes
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Transcript of "Career"

  1. 1. CAREER PLANING <br />&DEVELOPMENT<br />Presented By— Group-3 Roll No.-13-18<br />
  2. 2. CONTENTS—<br />CAREER<br />CAREER PLANNING<br /> NEED FOR CAREER PLANNING & ITS PROCESS<br />SUCCESSION PLANNING<br />CAREER DEVELOPMENT<br />CAREER PROBLEMS<br />EFFECTIVE CAREER PLANNING<br />ADVANTAGES OF CAREER PLANNING & DEVELPOMENT<br />FUTURE OF CAREER PLANNING & DEVELOPMENT IN INDIA<br />MODEL FOR PLANNING SELF DEVELOPMENT<br />
  3. 3. THE CONCEPT OF CAREER <br />The popular meaning of CAREER is reflected as –<br />The idea of moving upward in one’s chosen line of work.<br />Or ,we can say a career is a positions held by a person during the course of life time.<br />It Consists of values, Attitude & Behavior.<br />
  4. 4. CAREER CHOICES & PERSONALITY<br />Choice of a career is an expression of personality <br />And not a random event.<br />SIX Personality types & career-<br />1.Realistic<br />2.Investigative<br />3.Artistic<br />4.Social<br />5.Enterprising<br />6.Conventional<br />
  5. 5. CAREER PLANING<br />It essentially means helping the employee plan his career in terms of his capabilities within the context of organizational needs.<br /> The employees fall in three groups—<br />New recruits<br />Employees who spent a long time<br />Employees who are not doing well <br />
  6. 6. IMPORTANT TERMS IN CAREER PLANNING<br />CAREER GOALS<br />CAREER CYCLE<br />CAREER PATHS<br />CAREER ANCHORS<br />CARRER PROGRESSION<br />CAREER COUNSELLING<br />CARRER MANAGEMENT<br />REALITY SHOCK<br />PLATEAUING<br />MENTOR<br />ATTRITION<br />
  7. 7. CAREER STAGES<br />At different-different stages the needs & motives are different & we will go through the under mentioned stages—<br />STAGE-1 EXPLORATION<br />STAGE-2 ESTABLISHMENT<br />STAGE- 3 MID-CAREER <br /> STAGE-4 LATE CAREER<br />
  8. 8. CAUSES OF EARLY CAREER DIFFICULTIES<br />Initial job Challenges.<br />Initial job satisfaction.<br />Initial job Performance Evaluation.<br />
  9. 9. CAREER DEVELOPMENT DURING MIDCAREER<br />Managers who reach the Midcareer Stage are typically key peoples.<br />Circes with them-<br />1.Higher levels of stress comes with success.<br />2.Personal & Family problems.<br />Career Development by-<br />1.Training<br />2.Midcareer Counseling.<br />3. Midcareer Alternatives.<br />
  10. 10. NEED FOR CAREER PLANNING<br />To attract competent persons & to retain them in organization<br />To provide suitable promotional opportunities<br />To correct employee placement<br />To improve motivation & morale<br />To reduce employee dissatisfaction & turnover<br />To enable employees to meet the future challenges & to develop skills.<br />
  11. 11. PROCESS OF CAREER PLANNING PROGRAM<br />Identifying individual needs & aspirations<br />Analyzing career opportunities<br />Aligning needs & opportunities<br />Action plans (career counselling)<br />
  12. 12. SUCCESSION PLANNING<br />A succession plan is a plan for identifying who is currently in post and who is available and qualified to take over in the event of retirement, voluntary retirement, dismissal & sickness.<br />Good org. follow succession planning in 3 different time frame—<br /> Immediate, intermediate and long range succession planning. <br />
  13. 13. CAREER DEVELOPMENT<br />It consists of the personal actions one undertakes to achieve a career plan.<br /> It looks at the long-term career effectiveness of employees but employee development focuses on effectiveness of an employee in the immediate future. <br />
  14. 14. STEPS INVOLVED IN CAREER DEVELOPMENT SYSTEM <br /> There are 4 steps—<br />Step 1- Needs<br />Step 2– Vision<br />Step 3– Action plan<br />Step 4— Results<br />
  15. 15. OBJECTIVE OF CAREER DEVELOPMENT ADVANTAGE OF CAREER DEVELOPMENT <br />
  16. 16. CAREER DEVELOPMENT ACTIONS<br /> JOB PERFORMANCE<br /> EXPOSURE<br /> RESIGNATION<br /> CHANGE THE JOB<br /> CAREER GUIDANCE<br />
  17. 17. CAREER DEVELOPMENT & PLANNING PROGRAMS:PROBLEMS & ISSUES—<br /> Integrating Career Development & workforce planning.<br /> Managing Dual Careers.<br /> Career planning & equal Employment opportunity.<br /> Downsizing & Job Loss.<br />
  18. 18. 1.Integrating Career Development & workforce Planning<br />Career Development provides a supply of Talents & Abilities, Workforce planning projects the Demand of Talents & Abilities.<br />These difficulties are-<br />1 Different Specialist<br />2 Organizational Structure<br />
  19. 19. 2 Managing Dual Careers<br /> 1. Conducting Survey<br /> 2. Present Realistic Preview<br /> 3. Revised Polices<br /> 4. Assistance in Career Management<br /> 5. Establish Corporate arrangements<br /> 6.Establish Flexible working hours<br />
  20. 20. 3.Equal Employment Opportunities-<br />There are still peoples who believes that womens & minorities do not have the abilities.<br />4.Downsizing & Job loss-<br />1 Stressful<br />2 Depression<br />3 Drug use<br />4 Less social Support<br />
  21. 21. SUGGESTIONS FOR EFFECTIVE CAREER DEVELOPMENT<br /><ul><li> support
  22. 22. Reward performance
  23. 23. Job positioning
  24. 24. Career counselling
  25. 25. Continuing education and training
  26. 26. Periodic job changes
  27. 27. Dissemination of career option information
  28. 28. Continuous tracking</li></li></ul><li>ADVANTAGES OF CAREER PLANNING & DEVELOPMENT<br />1 FOR INDIVIDUALS—<br />2 FOR ORGANISATIONS—<br />
  29. 29. FUTURE OF CAREER PLANNING & DEVELOPMENT IN INDIA<br />
  30. 30. STAGES IN CAREER DEVELOPEMENT<br />HIGH<br />EXPLORATION<br />ESTABLIS-H MENT<br />MIDCA-REER<br />LATE CAREER<br />DECLINE<br />P<br />E<br />R<br />F<br />O<br />R<br />M<br />A<br />N<br />C<br />E<br />RETIR-EMENT<br />THE ELDER STATES PERSION<br />PERFORMANCE INCREASE OR DECREASE OR MAINTAIN<br />TRANSITATION FROM COLLEGE TO WORK<br />GETTING FIRST JOB AND BEING ACCEPTET<br />LOW<br />25<br />35<br />Age<br />
  31. 31. MODEL FOR PLANNING SELF DEVELOPMENT<br />CONTINUOUS ASSESSMENT<br />VENTURE<br />LAVERAGE NETWORK<br />DECISION MAKING<br />OPPORTUNITY ANALYSIS<br />SELF ASSESSMENT<br />
  32. 32. THANK YOU<br />
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