For the student who can able to grasp the knowledge and improve the skills.

1. CareerPlanning&Development
Presented by-
Ayisha kowsar A
MBA

3. Career
A career is a sequence of positions held
by a person during the course of a
lifetime. It comprises of a series of work
related activities that provide continuity,
order and meaning to a person’s life.

4. Career Planning
Career planning is the process by which one
selects career goals and the path to these goals.
Career planning is the process of identifying
an individual’s strengths, weaknesses,
aptitudes, aspiration and attitudes and
designing his job responsibilities to take
maximum advantages of positive traits and
minimizing the effect negatives traits.

5. Career development is an ongoing process, one
that you should be focused on as you approach
a career and progress through it.
Career development helps you take stock of
who you are and where you want to go in life.
In order to achieve growth, continue learning,
and achieve momentum in your career you
must
What is Career Development?

6. Objectives
Career planning seeks to meet the following
objectives:
Attract and retain talent by offering careers,
not jobs.
Use human resources effectively and achieve
greater careers, not jobs.
Reduce employee turnover.
Improve employee morale and motivation.

8. Process
Career planning process involves the following steps:
Identifying individual needs and
aspirations: most individuals they do not
have a clear cut idea about their career
aspirations, anchors and goals. So, The
human resource professionals must help an
employee by providing as much information
as possible showing what kind of work would
suit the employee most, taking his skills,
experience, and aptitude into account.

9. Analyzing career opportunities: Once
career needs and aspirations of employees are
known, the organization has to provide career
paths for each position. Career paths show
career progression possibilities clearly.
Aligning needs and opportunities: This
process consists of two step: first, identify the
potential of employees and then undertake
career development programmes . Such an
appraisal would help reveal employees who
need further training, employees who can
take up added responsibilities, etc.

10. Review from Time to time. After initiating these
steps, it is necessary to review the whole thing every
now and then. This will help the employee know in
which direction he is moving, what changes and
likely to take place, what kinds of skills are needed
to face new and emerging organizational challenges.
From an organizational standpoint also, 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.

11. Career planning is a process of integrating the
employee’s need and aspirations with
organizational requirements.

12. CAREER STAGES:
Exploration:
This is the career stage that usually ends in one’s mid twenties
as one makes the transition from college to work searching.
Establishment:
This career stage where one begins the search for work and
picks up the first job. It includes the first experience on the job,
peer group evaluations, personal tensions and anxieties that
confront a person trying to make his mark.
Mid career:
Mid career is a stage that is typically reached between the age
of 35 and 50. At this point one may continue to show improved
performance, level off or begin to decline as you are no longer
viewed as a learner.

13. Late Career:
This the stage where one relaxes a bit and plays the part
of an elder statesperson. For those who continue to grow
through the mid career stage this is the time to command
respect from younger employees.
Decline
During this period a person’s attention may turn to
retirement.