Career Planning

1. Employee career planning and
growth
Mrinalini Arora
Faculty-Management

2. Objectives of Career Planning
 A career may be defined as 'a sequence of jobs
that constitute what a person does for a living'.
 Career planning is a process by which one
selects career goals and the path to
those goals.

3. What are the benefits of career planning for
the employees?
1. Retain Talent
2. Boost Engagement and Productivity
3. Increase the utilization of managerial reserves within an
organization.
4. Fill Internal Skill and Role Gaps

4. Five Steps to Career Planning
Step 1
• Reflection and self-evaluation.
• Gather information about yourself to assist
in making a decision about a career
Step 2
• Exploration
• Analysis of career opportunities both within
and outside the organization
Step 3
• Decision-making and goal setting
Step 4
• Formulating a Career strategy
Step 5
• Preparation and implementation of the action plan

5. Advantages of Career Planning
A. For Individuals:
1. Helps the individual to have the knowledge of
various career opportunities.
2. Helps him select the career that is suitable to his
life styles, preferences, family environment, scope
for self-development etc.
3. Internal promotions, and transfers motivates the
employees, boost up their morale and also result in
increased job satisfaction.
4. It satisfies employee esteem needs.
5. It improves employee’s performance on the job by
taping their potential abilities

6. Advantages of Career Planning
A. For Organizations
1. It helps the organization identify internal employees
who can be promoted.
2. Efficient career planning and development ensures
the availability of human resources with required
skill, knowledge and talent.
3. By attracting and retaining the people from different
cultures, enhances cultural diversity.
4. Protecting employees’ interest results in promoting
organizational goodwill.

7. Limitations of career planning
1. Dual Career Families
With the increase in career orientation among
women, the dual career families have also been on
increase. Consequently, one of those family
members might face the problem of transfer. This
has become a complicated problem to
organizations.

8. Limitations of career planning
2. Low ceiling careers
Some careers do not have scope for much
advancement. Employees cannot get promotions
despite their career plans and development in such
jobs.
a. Declining career opportunities
b. Downsizing/ delayering of organization

9. Individual Development Plan (IDP)
 Focuses on developing a quality talent pool by
allowing each individual to create a systematic
strategy to improve skills and overall performance.
 Fulfils their personal skills development and career
goals.
 IDPs help cultivate talent and enable individuals to
advance more quickly to meet the critical needs.

10. Individual development plan (IDP)
 An IDP is a tailored plan created by employees in
collaboration with their immediate managers to
establish clear goals, deadlines and measurable
action items.
 There are three major elements in a structured IDP:
1. Development goals.
2. Timelines to accomplish each development goal.
3. Activities necessary for development.

12. Individual development plan (IDP)
 The IDP is a quality tool that creates direction and
ongoing dialogue with future quality leaders.

13. Thanks