The document discusses career planning and succession planning. It defines career as a succession of related jobs over a person's life. Career planning is a process where individuals select career goals and paths to achieve them, while also meeting organizational needs. Effective career planning requires top management support, clear goals, proper selection, and a fair promotion policy. Succession planning ensures a steady flow of internal talent to fill important vacancies and encourages employee development and career growth within an organization.

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Career and Succession PlanningCareer and Succession Planning

2. 22Human Resource ManagementHuman Resource Management
CAREER PLANNING & DEVELOPMENTCAREER PLANNING & DEVELOPMENT
CAREERCAREER denotes a succession of related jobs, arrangeddenotes a succession of related jobs, arranged
in a hierarchy of prestige, through which persons movein a hierarchy of prestige, through which persons move
in an ordered, predictable sequence.in an ordered, predictable sequence.
 A career refers to the different jobs a person holds over hisA career refers to the different jobs a person holds over his
on her life.on her life.
 The processes & Activities that prepares one for a job areThe processes & Activities that prepares one for a job are
parts of career.parts of career.
 Job related attitudes, values & beliefs are integral aspectsJob related attitudes, values & beliefs are integral aspects
of a career.of a career.
 The relationship of a person’s self-identity to work is aThe relationship of a person’s self-identity to work is a
dimension of a career.dimension of a career.

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Career anchors
These are distinct patterns of self-perceived talents, attitudes,
motives and values that guide and stabilise a person’s career
after several years of real world experiences.
eight career anchors
 Managerial competence
 Technical competence
 Security
 Creativity
 Autonomy
 Dedication to a cause
 Pure challenge
 Life style

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CAREER PLANNINGCAREER PLANNING is a process by whichis a process by which
one selects career goals & the path toone selects career goals & the path to
these goals. Fromthese goals. From organisations’s view,organisations’s view, itit
means helping the employees to plan theirmeans helping the employees to plan their
career in terms of their capacities withincareer in terms of their capacities within
the context of organisation needs. Itthe context of organisation needs. It
involve designing an organisationalinvolve designing an organisational
system of career movement & growthsystem of career movement & growth
opportunities for employees from theopportunities for employees from the
employment stage to the retirement stage.employment stage to the retirement stage.

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Process of career PlanningProcess of career Planning
1)1) Identifying Individual Needs &Identifying Individual Needs &
AspirationsAspirations
2)2) Analysing Career OpportunitiesAnalysing Career Opportunities
3)3) Aligning Needs & Opportunities.Aligning Needs & Opportunities.
4)4) Action Plans & Periodic ReviewAction Plans & Periodic Review

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Career DevelopmentCareer Development
Career developmentCareer development consists of the personal actionsconsists of the personal actions
are undertakes to achieve a career plan.are undertakes to achieve a career plan.
Requirements of Effective Career PlanningRequirements of Effective Career Planning
 Top Management SupportTop Management Support
 Growth & ExpansionGrowth & Expansion
 Clear GoalsClear Goals
 Proper SelectionProper Selection
 Motivated & Hardworking StaffMotivated & Hardworking Staff
 Proper Age BalanceProper Age Balance
 Management of career stressManagement of career stress
 Fair Promotion PolicyFair Promotion Policy
 Adequate Publicity.Adequate Publicity.

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Exploration Establish
ment
Mid
Career
Late
Career
Decline
Transition from
college to work
Getting
first job &
being
accepted
Performance
increase or
decrease on
maintain
The
elder
states
person
Retirement
25 35
STAGES IN CAREER
High
Low
P
E
R
F
O
R
M
A
N
C
E
50 60 70

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Career
Planning
Dissatisfies with
internal career
opportunities
Career
Develop
ment
External
Mobility
Matching the
Individual &
the career
(Successful
Matching)
(Mismatching )
Providing
Progression
Performance
in New
Career
Satisfactory
Dissatisfactory
Appraising
the Individual
& the career
& finding the
suitable
career.
Develop the Employee
through Self Development
by the organizations to
meet the career Demands
Upgrading ,
Transferring,
Promotion
Demotion
A Model for Career Planning & Development

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Steps involved in establishing a CareerSteps involved in establishing a Career
Development systemDevelopment system
Step 1 :Step 1 : NEEDS :NEEDS : This step involves, conducting a needThis step involves, conducting a need
assessment as training programme.assessment as training programme.
Step 2 :Step 2 : Vision :Vision : The needs of the career system must beThe needs of the career system must be
linked with the interventions.linked with the interventions.
Step 3:Step 3: Action Plan :Action Plan : An action plan should be formulated inAn action plan should be formulated in
order to achieve the vision.order to achieve the vision.
Step 4:Step 4: Result :Result : Career development programme should beCareer development programme should be
integrated with the organisations on – goingintegrated with the organisations on – going
employee training & management developmentemployee training & management development
programme & they must be evaluated from timeprogramme & they must be evaluated from time
to time.to time.

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Why career planning?
Career planning seeks to meet the following
objectives
 Attract and retain talent
 Use human resources properly and achieve greater
productivity
 Reduce employee turnover
 Improve employee morale and motivation
 Meet the current and future human resource needs of the
organisation

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Effective Career Planning
Effective career planning depends on a number of factors such
as
 Ensuring top management support
 Setting appropriate corporate goals for human resources
 Offering rewards for good performance
 Placing employees depending on their talents, career
aspirations etc
 Laying down suitable career paths for all employees
 Monitoring continuously to find where the organisation
stands
 Giving publicity to career related issues and actions

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Succession Planning
Through succession planning organisations ensure a
steady flow of internal talent to fill important
vacancies.
Succession planning encourages “hiring from within”
and creates a healthy environment where
employees have careers and not merely jobs. It
should be noted here that career planning (which
covers executives at all levels), by its very nature,
includes succession planning (which covers key
positions at higher levels)

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Succession Planning ProcessSuccession Planning Process