This document discusses concepts related to career planning and development. It defines career as a sequence of jobs or positions held over a person's working life. Career planning and development involves helping individuals achieve their career goals through activities like identifying needs and opportunities, counseling, training, and periodic job changes. The objectives of career planning are to use talent effectively, retain employees, increase productivity, and help employees reach their full potential. It also outlines stages in a career life cycle and benefits of career planning such as employee motivation and loyalty.

1. COMMERCE VI (HUMAN
RESOURCES )
CLASS :TYBCOM
CAREER PLANNING & DEVELOPMENT KEERTI
PILLAI

2. Meaning Of Career & Development
CAREER
A Career Is A Sequence Of Positions/Jobs Held By A
Person During The Course Of His Working Life
CAREER & DEVELOPMENT
Career & Development Means The Personal Movements
An Individual Makes To Achieve His Career Plan.

3. What Is Career Planning ?
 Career planning is & development is the
responsibility of HR department of the
organization
 Career planning stands for the forward-looking
employment policies of the organization

4. DEFINITION
Edwin B Flippo
Has define a career as “a sequence but related
work activities that provides continuity, order &
meaning in a person’s life.”
According to wrether & Davis
“career planning is the process by which one
selects career goals & the path to these goals.”

5.  To Plan Career Of Employees As Per Their
Qualities...
 To Use Available Managerial Talent....
 To Retain Career Conscious Employees In
Organization...
 To Raise Productivity Of The Organization...
 To Help, Guide & Encourage Employees To
Reach To Their Full Potentials...
OBJECTIVES OF CAREER PLANNING

6. Steps /
stages in
career
planning

7. Career Stages/ Career Life Cycle
exploration
Establishm
ent stage
Mid career
stage
Late carrier
stage
Decline
stage

8. The points noted below suggest the manner
in which organisation can help an employee
in his career development.
 Identification Of Employees Needs & Aspirations.
 Analysis Of Career Opportunities & Supplying Information
To Employees.
 Career Counseling.
 Motivation Of Employee.
 Making Career Planning A Continuous Activity.
 Providing Services Of Experts.
 Continuing Education &Training.
 Periodic Job Changes.
 Leave Of Absence.

9. Benefit /Advantage of Carer Planning &
Development
• Quality protection & employee loyalty.
• Employee motivation.
• Linking of individual career goals with organisational
goals.
• Facilitates managerial succession.
• Facilitates career success.
• Job satisfaction to employees.
• Reduces labour turnover & absenteeism.
• understanding of career opportunities.
• Better image in the employment market.

10. "Career planning & development is a
motivational tool for employees"

11. Career planning & development is a
motivational tool for employees"

12. Career planning & development is a
motivational tool for employees"

13. Essentials To Make Career
Planning Successful
Support from
top
management.
Large size of
the
organization.
Proper
selection of
employees.
Fair
promotion
policy
Publicity to
career
development
opportunities
Continuity in
the process.

14. CAREER COUNSELING
career planning needs advising & guiding employees in
their possible career paths & the direction in which they
ought to be heading. Such advising & guiding is called
career counseling.
CAREER COUNSELING OBJECTIVE:
 To provide guidelines....
 To enable employees to achieve & enjoy greater
personal satisfaction & pleasure...
 To enable employees to understand the forces &
dynamics operating in the system...
 To enable individual to study the immediate &
personal world in Which they live...

15. EMPLOYEE RETENTION
TECHNIQUES
Meaning
Quilting by high performance is a matter of serious
concern for the organisation. here, the organisation has to
introduce strategy to retain high performers. this is know
as selective retention strategy...
such measures may be a package for long term stay of
employees....

16. IMPORTANT TECHNIQUES EMPLOYEE
RETENTION TECHNIQUES
 provision of retention bonus...
 package of incentives for long-term stay...
 Matching jobs & employees...
 provision of intangible benefits to employees...
 Encouragement to employee relationship
management...
 persuasion of employees...
 stay interviews...
 miscellaneous techniques....

17. succession Planning
succession planning is the process of ensuring That
qualified persons are available to assume key
managerial positions when such positions fall vacant
due to untimely death, premature fire, resignation &
retirement....
Concept of succession planning
 Replacement of such key executives by executives
working in the organisation is always desirable.
 The positions for Which the successors are needed
are first decided.
 successors for different positions are identified.

18. Succession Plan For General Manager
This Chart Help The Managing Director To
Identify A Successor To The General
Manager
current
designation
Age color code
(identity)
Mr.A Marketing
manager
54 BLUE
Mr.B Works manager 57 WHITE
Mr.C Financial
manager
56 RED
Mr.D Production
manager
59 GREEN
Mr.E personal manager 52 YELLOW

19.  Opportunities to existing staff.
 Avoiding frustration among existing employees.
 Avoiding high turnover.
 Motivating employees.
 Facilities continuity of the organisation
 promotion to suitable persons.
 Grooming of successors systematically.
 Ensuring loyalty
 Creating "talent pools ".

21. THANK YOU