This document provides an overview of career planning and career development. It discusses key concepts like career anchors, objectives of career planning, the career planning process, models of career planning, stages of career development, roles in career development, and importance of career development. Initiatives for career development include workshops, counseling, mentoring, and personal development plans. Both individual initiatives like self-assessment and organizational initiatives like employee development programs are important for effective career planning and development.

1. CAREER PLANNING
AND
CAREER
DEVELOPMENT
PRESENTED BY: ANUSHKA, KRITIKA
AND SANYOGITA
JR. M.SC. RM & ID
FRM DEPT, SNDT(WU)
JUHU CAMPUS, MUMBAI
A JOINT PRESENTATION ON THE TOPIC OF:
Date-20/12/21

2. CONTENT
1. WHAT IS CAREER?
2. WHAT IS CAREER PLANNING
3. KEY TERMS IN CAREER PLANNING
4. CAREER ANCHORS
5. OBJECTIVES OF CAREER PLANNING
6. CAREER PLANNING IN AN ORGANIZATION
7. NEED FOR CAREER PLANNING
8. CAREER PLANNING PROCESS
9. CAREER PLANNING MODELS
10. WHAT IS CAREER DEVELOPMENT?
11. STEPS FOR CAREER DEVELOPMENT
12. IMPORTANCE OF CAREER DEVELOPMENT
13. INITIATIVES IN CP & CD
● INDIVIDUAL INITIATIVE
● ORGANIZATIONAL INITIATIVE 2

3. WHAT IS CAREER?
The meaning of the term Career has moved from a static means of paid employment into
a dynamic one which shows the inclination of progress and promotion in the
administrative hierarchy.
Career is the combination of the activities of an individual during the employment,
advancements, trainings, responsibilities, promotions etc.
Career is more or less related to any worker, but specifically speaking, it is expected to see a
momentum which is upwards.
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4. What is Career Planning?
Career planning is a managerial technique for mapping
out the entire career of employees from the
employment stage to the retirement stage. It involves
discovery, development, planned employment and
reemployment.
From an organization’s view point, career planning stands
for the forward looking employment policies of it which
take into account the career of individual employees
involved in various tasks. It unites organizational human
resource planning with individual career needs. Individual
career goals and career path in conformity with individual
capabilities and aspirations are matched with the
manpower planning in a human resource development
programme.
This is necessary to properly motivate the people to
identify themselves fully with the organization, and to
ensure expected level of organizational commitment. It
also develops people for managerial succession.
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5. KEY TERMS IN CAREER PLANNING
CAREER PATH
CAREER ANCHORS
CAREER PROGRESSION CAREER MANAGEMENT
CAREER DEVELOPMENT
CAREER PLANNING
MENTORING
CAREER GOAL
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6. 5 CAREER ANCHORS IDENTIFIED ARE:
Managerial
Competence
Technical-Functional
Competence Security Creativity
Autonomy
Independence
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7. ● To identify positive
characteristics of the
employees.
● To develop awareness of
each employee’s
uniqueness.
● To respect feelings of other
employees.
● To attract talented
employees to the
organization.
● To train employees towards
team-building skills.
● To create healthy ways of
dealing with conflicts,
emotions and stress
OBJECTIVES OF CAREER PLANNING
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8. CAREER PLANNING IN AN ORGANIZATION
Career planning is the process by which one selects career
goals and the path to these goals. The major focus of career
planning is on assisting the employees to achieve a better
match between personal goals and the opportunities that are
realistically available in the organization.
Career planning is a continuous process of developing
human resources for achieving optimum results.
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9. NEED FOR CAREER PLANNING
Every employee has a desire to grow and scale new heights in his
workplace continuously. If there are enough opportunities, he can
pursue his career goals and exploit his potential fully. He feels
highly motivated when the organization shows him a clear path as
to how he can meet his personal ambitions while trying to realize
corporate goals.
The absence of a career plan is going to make a big difference to
both the employees and the organization. Employees do not get
the right breaks at a right time; their morale will be low and they
are always on their toes trying to find escape routes.
Organizations, therefore, try to put their career plans in place and
educate employees about the opportunities that exist internally for
talented people. Without such a progressive outlook,
organizations cannot prosper. 9

10. Aligning Needs &
Opportunities
CAREER PLANNING PROCESS
Identifying individual needs &
aspirations
Most individuals do not have a
clear-cut idea about their
career aspirations, anchors, and
goals. Assistance is extended,
employees are subjected to
psychological testing,
simulation exercises, etc. To
assist employees in a better
way, organizations construct a
data bank consisting of
information on the career
histories, skill evaluations, and
career preferences of its
employees.
Analyzing Career
Opportunities
Career paths show career
progression possibilities
clearly.Career paths change
in tune with employees’
needs and organizational
requirements. While
outlining career paths, the
claims of experienced
persons lacking professional
degrees and that of young
recruits with excellent
degrees but without
experience need to be
balanced properly.
This process consists of
two steps: first, identify the
potential of employees and
then undertake career
development programmers
to align employee needs
and organizational
opportunities. Through
performance appraisal, the
potential of employees can
be assessed to some extent.
Action Plans &
Periodic Review
These need to be bridged
through individual career
development efforts and
organization-supported efforts
from time to time. It is
necessary to find out how
employees are doing, what are
their goals and aspirations,
whether the career paths are in
tune with individual needs and
serve the overall corporate
objectives, etc.
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11. CAREER PLANNING MODELS
There are many models one may use while career planning. The two main models are:
1.WATERLOO UNIVERSITY MODEL 2. THE SODI CAREER PLANNING MODEL
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12. Stages of career planning
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13. 13
CAREER
DEVELOPMENT
Contents:
1. What is Career
development?
2. Steps for career development
3. Roles in career development
4. Stages of career development
5. Importance
6. Initiatives for CD
7. Keys to improve career
development
8. Video on “ Career Planning
and Career Development”

14. What is
Career Development?
•It is the series of activities or the on-going /lifelong
process of developing one’s career which includes
defining new goals regularly and acquiring skills to
achieve them.
• It usually refers to managing one’s career in an
intra-organizational or inter-organizational scenario.
• It involves training on new skills, moving to higher
job responsibilities, making a career change within
the same organization, moving to a different
organization or starting one’s own business.
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15. Steps for Career Development:
Self
Assessment
•It means that the
individual has to
assess oneself on
the kind of career
and growth one
wants and what
kind of skills and
interests are there.
Career
Awareness
•Career awareness
can be how a person
can explore various
domains and types of
jobs/work available.
Goal Setting
•most important step
.where one defines
clear short term and
long term goals to
meet the career one
aspires.
•Both short term and
long term goals need
to be defined to begin
with.
Skill Training
•Skill training can
be done through self
training or joining a
structured training
program online or
offline. Once the
right skills are
acquired, one can
start the final stage.
Performing
•With all the right
knowledge and
skills, the important
part is to perform
the tasks and jobs in
the career
successfully to grow
in the career path
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16. STAGES OF CAREER DEVELOPMENT:
STAGE 1: Preparation for Work
Typical Age Range: 0-25
Major Tasks: Develop occupational self-image, assess alternative
occupations, develop initial occupational choice,puiste necessary
education.
STAGE 2: Organizational Entry
Typical Age Range: 18-25
Major Tasks: Obtain jobs offers from desired organization(s), select
appropriate job based on accurate info.
STAGE 3: Early Career
Typical Age Range: 25-40
Major Tasks. Learn job, learn organizational rules and norms, fit into
chosen occupation and organization, increase competence, pursue goals. 16

17. 17
STAGE 4: Mid-career
Typical Age Range: 40-55
Major Tasks: Reappraise early
career and early adulthood, reaffirm
or modify goals, make choices
appropriate to middle adult years,
remain productive in work.
STAGE 5: Late Career
Typical Age Range: 55 retirement
Major Tasks. Remain productive in
work, maintain self-esteem,
maintain esteem, prepare for
effective retirement.

18. Roles In Career Development
Roles of two parties are crucial in in career
development: employer, employee.
Employer's Role:
1) Proactive
2) Encourage
3) Reward
4) Enlighten
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19. Employee's Role
1. Assessing one's own KSA’s
2. Seek out information about career
options.
3. Make use of career opportunities
provided in an organizations.
4. Establish goals and plans.
5. Accepts that career planning and
Career Development are one's own
responsibilities.
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20. IMPORTANCE OF CAREER DEVELOPMENT
1.Cost Reduction Strategies of the Organization:
● If organizations have to cut down their operating costs;
the employment of those individuals is at stake; who are
not employable or who have not performed up to the
mark in the past.
● Employees continuously need to upgrade themselves and
show their talent to remain in the organization for a long.
2.Economic Downsizing:
● The jobs are cut from the organizations and the fittest of
all employees survive.
● If employees continuously learn new and better skills,
chances are that economic conditions won’t hurt them
that badly as compared to other individuals.
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21. 3.IT Innovations:
● Some individuals can keep pace with the
changing technology and are always ready to
learn and adopt new IT applications; while some
show immense resistance which is not acceptable
to the organizations.
● Employees need to keep themselves updated and
show the willingness to accept changes as and
when they occur and mold themselves
accordingly.
4.De-layering:
● De-layering means reclassification of jobs. This is
an organizational change initiative where a
company decides to reclassify the jobs more
broadly.
● However, old reporting lines do exist to maintain
managerial control but some jobs may remove or
cut down during the process.
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22. INITIATIVES
FOR CAREER
DEVELOPMENT:
● Career Planning Workshops
● Career Counselling
● Mentoring
● Sabbaticals
● Personal Development
Plans
● Career Workbooks
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23. Keys to improve
Career
Development :
● Set Small Goals Regularly
● Stretch Yourself
● Get Feedback
● Curate Your Work
● Be Curious About Your
Industry
● Read
● Network Brilliantly
● Get A Mentor
● ABL (Always Be
Listening)
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24. 24

25. Initiatives
in CP & CD
● All the initiatives to develop
your career can not always be
taken by the HR manager or
organization. Some initiatives
are also required from the
individual’s side to give the
complete dedication and self
assessments to achieve your
goals.
● So there are some individual
and organizational career
planning and career
development initiatives in
HRM, which we will discuss
now: 25

26. INDIVIDUAL INITIATIVES
● PERFORMANCE
● EXPOSURE
● NETWORKING
● LOYALTY TO CAREER
● MENTOR & SPONSOR
● EXPAND ABILITY
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27. ● SELF-ASSESSMENT INITIATIVE
● INDIVIDUAL COUNSELLING
● EMPLOYEE ASSESSMENT PROGRAM
● EMPLOYEE DEVELOPMENT
ORGANIZATIONAL INITIATIVES
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28. CONCLUSION:
● Career planning is a must for every
individual in order to become successful in
life.
● Both succession planning and career
development are important
● Career planning bring out the best within
the individual & abilities to the optimum
level.
● If you don’t plan, you don’t succeed.
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29. THANK YOU!
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