The document discusses the concepts of career planning, its objectives, stages of career development, and benefits of mentoring. Career planning is described as a lifelong process of self-awareness, discovery, and goal achievement that helps individuals explore options, make decisions, and take action to achieve their ambitions. It benefits both employees and organizations by supporting skill and knowledge growth. The stages of career development include self-assessment, understanding career fields, trying careers, making a decision, and evaluating choices. Mentoring benefits mentees by increasing their confidence, potential, self-awareness, and employability through a trusting relationship with someone more experienced.

1. Presented by
Tanvi Thapa

2. Concept of career planning
• A lifelong, continuous and an ongoing process of self awareness, self
discovery, and self accomplishment of one’s goals and ambitions
• Consists of activities and actions that you take to achieve your
ambition and career goals.

3. Cont..
• Career planning encourages individuals to explore and gather
information, which enable them to synthesis, gain
competencies, make decision, set goals and take actions.
• It is crucial phase of human development that helps the
employee in making strategy for work life balance.
• It is essential for both organization and employees. A proactive
career program provides support for employees to continually
add their skill, abilities and knowledge.
• Help to create good environment so that employees freely
participate in career planning activities.

4. Objective of career planning
• To identify positive characteristics of the employees.
• To develop awareness about each employee’s uniqueness
• To respect feeling of other employees
• To attract talent employees towards team building skill
• To create healthy way of dealing with conflict, emotions and
stress.
• Establishing career oriented performance appraisal

5. Stages of career development
Step1: Know yourself/
determine a major career
path
Step 2:
Understanding
career field
Step 3: Try on career
Step 4 : Make a decision
and act on that decision
Step 5: Evaluate
your choice

6. Individual career counselling
Employees required frequent counselling from their supervisor
but degree of requirement depends upon:
• Method used to counselling
• Position and skill of counsellor
• Employees career problems
Counselling may be about martial problems, problems with
children’s, financial difficulties, psychological problems etc.
which may not be related to the job. Usually organization
follows formal and informal counselling techniques which
were based on : employees goals, opportunities available, self-
development and career growth.

7. Types of counselling
• Directive counselling
• Non-directive counselling
• Cooperative counselling
• Counselling by friends and families

8. Purpose of mentoring
• Assist someone new in post
• Assist someone who has a new aspect to their existing work role
• Empower the mentee
• Enable the mentee to find their own way through a situation
• Be a sounding board
• Offer information (but not advice)
• Provide access to knowledge, situations or networks
• Question or challenge when appropriate

9. Benefits of mentoring for mentee:
• Increased confidence
• Realise and develop your potential
• Having an independent listener
• Someone who understands your needs
• A confidential, trusting and equal relationship
• Increased self-awareness
• Better employability
• A way to take more control of your life
• A chance to explore the things you like to do and are good at

10. Process of career development
Integrate CD
and HRP
Dissemination
of career option
information
Job posting
Use of
assessment
centers
Career
counselling
development
Career
development
program
Continuous
education and
training
Periodic job
change
sabbaticals and
other facilities
career-oriented
performance
appraisals

11. Process of career
development

12. Career planning in
Nepalese organization
Some organizations use career development programs to identify
the pool of talent available for promotion and posting, some
organization often restrict career development programs to
managerial and professional staff, while some other provide it
for both managerial and non-managerial staffs.

13. Conclusion
In Nepal the increasing demand for right people in organization
is tremendous due to changing economic scenario. Nowadays,
the organizations are becoming international in their operations.
To withstand the international competition, organization should
develop and retain skilled, talented and motivated employees so
as to develop quality, cost consciousness, and productivity but it
is no doubt that human resource planning and career
development are the two vital pillars on which the organization
stand strongly.

14. Thank you