Career Advancement - Meaning, Career Planning, Career Development, Benefits of Career Planning and Development, Traditional Career Stages, Exploration, Establishment, Mid Career, Late Career, Decline, Steps in Career Planning, Self Development Mechanism, Knowledge Enrichment & Career Enhancement, Succession Planning - Meaning, Need & Importance of Succession Planning, Steps in Succession Planning, Need & Importance of Succession Planning, Culture as a Factor in Succession Planning, Problems and Issues in Succession Planning, Measures to Solve Problems in Succession Planning

1. CAREER ADVANCEMENT & SUCCESSION
PLANNING

2. CAREER PLANNING & DEVELOPMENT
•Career may be defined as a succession of related jobs, arranged
in hierarchical order, through which a person moves in an
organization.
•Career advancement is one of the most important elements of
employee satisfaction and retention in organizations.
•An effective career advancement plan includes expanding
employees’ skills sets, giving them additional responsibilities
that change their roles, acknowledging accomplishments through
promotions, offering a tailored career advancement plan for each
employee that aligns with his or her professional goals.

3. CAREER PLANNING & DEVELOPMENT
•Career planning and development is the lifelong journey of a
person’s work identity, it has a broad scope that includes the
ultimate career goal, employees years of education, training and
jobs.
•Career planning is a process by which one selects career goals
and the path of these goals. It is an activity that encourages
individuals to explore and gather information, which enables
them to synthesize, gain competencies, make decisions, set
goals and take action.
•Career development refers to a formal approach used by the firm
to ensure that people with proper qualifications and experiences

4. BENEFITS OF CAREER PLANNING & DEVELOPMENT
•Employee Motivation . Optimum Utilization
of Resources
•Employee Loyalty . Cordial Relations
•Employee Awareness . Competitive
Advantage
•Reduces Monotony
•Reduces Employee Absenteeism and Labor Turnover
•Individual and Organizational Development
•Enhance Goodwill of the Organization

5. CAREER STAGES

6. STEPS IN CAREER PLANNING
Identifying Individual
Needs and Aspirations
Analysing Career
Opportunities
Aligning
Needs and
Opportunities
Action Plans
Periodic
Review

7. SELF DEVELOPMENT MECHANISM
•Self-Realization
•Counselling
•Emphasis on Self Dependency
•Conducive Learning Environment
•Promote Enthusiastic Employees

8. KNOWLEDGE ENRICHMENT & CAREER ENHANCEMENT
Ways to enrich knowledge of their employees for their career development:
•Career Counselling
•Emphasis on Personal Development Planning
•Mentoring
•Seminars and Workshops
•Refresher Training Courses
•Challenging Tasks
•Case Study
•Professional Networking
•Competency Mapping

9. SUCCESSION PLANNING

10. SUCCESSION PLANNING
• Survival, growth and efficient continuous existence of an organization require a
succession of people to fill various important jobs.
• The purpose of succession planning is to identify, develop and make the people ready to
occupy higher level jobs as and when they fall vacant.
• Higher level jobs fall vacant due to various reasons like retirement, resignation,
promotion, death, creation of new position and new assignments.
• Succession may be from internal employees or external people.
• Succession from internal employees is advantageous to the organization as well as to
the existing employees. Organization can buy the employees loyalty and commitment,
belongingness, shared feeling of development along with the organization by promoting
the existing/ internal employees. Employees get the benefits of growth in the
organization.

11. SUCCESSION PLANNING
•“Succession Planning is a process to ensure continued effective
performance of an organization, division, department, or work
group by making provision for the development, replacement,
and strategic application of key people over time.”
•Organizations, appraise employees potentialities, identify
training gaps for future vacancies, develop them for higher and
varied jobs.
•Companies that are well known for their succession planning
and executive talent development practices include: GE, IBM,
Marriott, Microsoft, Pepsi, Procter & Gamble etc.

12. NEED & IMPORTANCE OF SUCCESSION PLANNING
•Provides Opportunities to Existing Staff
•Helps to Fill up Vacancies
•Availability of Right Talent
•Avoid Labor Turnover
•Recognition and Motivation
•Ensures Loyalty
•Creating “talent pools”

13. STEPS IN SUCCESSION PLANNING PROCESS
Identification of Key Positions
Identification of Successors /
Competencies
Selection of the Right People
Training and Development
(Grooming of Successors)
Placement
Performance Review

14. FACTORS AFFECTING SUCCESSION PLANNING
• Top Management Support
• Age of the Candidates
• Qualifications
• Skills
• Length of Service
• Past Performance / Feedback
• Capacity and Capability of Employee
• Subordination of Interest
• Organizational Culture and Value System
• Training

15. CULTURE AS A FACTOR IN SUCCESSION PLANNING
•Culture consists of the norms, values and traditions that
are to be carried forward from one generation to another.
•Every organization has its own unique culture that
represents the collective values, beliefs and principles of
organizational members.
•The top management tries to foster an organizational
culture which supports his personal values and beliefs.

16. CULTURE AS A FACTOR IN SUCCESSION PLANNING
Elements of Organizational Culture Influencing Succession
Planning
•Mission, Goals and Strategies
•Job Insecurity
•Selection of Successors
•Competition
•Lack of Participation
•Promotion Policy
•Managerial Training

17. PROBLEMS AND ISSUES IN SUCCESSION PLANNING
•Problem of Not Getting the Right Candidate from Within the
Organization
•Problem of Not Getting the Right Talent from Internal as well
as External Sources
•Problem of External Candidate
•Problem of Wrong Selection
•Problem of Training and Development
•Problem of Adjustment
•Unrest among those not Selected

18. MEASURES TO SOLVE PROBLEMS IN SUCCESSION
PLANNING
•Role of Placement Agencies
•Scientific Selection
•Proper Training and Development
•Counselling
•Meetings with Subordinates

19. REFERENCES
1.Aswathappa, K., Human Resource Management: Text and
cases. Delhi: Tata McGraw-. Hill Publishing Company Limited,
2008
2.Gary Dessler, “A Framework for Human Resource
Management”, Pearson
3.Nagpal, Human Resource Management, M. Com Part II, Sem
3, Sheth
Publishers

20. Thank You
Dr. Parveen Nagpal
www.linkedin.com/in/dr-parveen-kaur-nagpal-82965b15