This document discusses individual and organizational career planning. It outlines the individual career planning process, which involves self-assessment, exploring information, opportunities, making a decision, and creating an action plan. It also discusses organizational career planning, including types of career programs, recommendations for employers, and examples of innovative career plans from companies like AT&T, Motorola India, and HSBC. The advantages of career planning for both individuals and organizations are highlighted.

1. Human Resource Audit
&
Human Resource Planning
Presentation On: Career Planning Audit
Dr B Ratan Reddy RGBS

2. Individual Career Planning
Career Planning is now the primary
responsibility of individuals.
Individual Career Planning Process
Self-Assessment
Explore Information
Explore Opportunities
Make Decision
Audit Results
Action Plan

3. Individual Career Planning Process
Self-Assessment
Step 1: Self- Assessment
Process of gathering information about
self in order to make an informed career
decision
What are my motivating skills,
interests & values?
What new learning do I want?
What work-life role do I want?
Which work environment am I most
suited to?

4. Individual Career Planning Process
Explore Information
Step 2: Explore Information
Process of assessing the data gathered
about self and exploring it with an open
perspective
How do I consolidate my self-assessment
information?
How do I use self-assessment data to
develop options?
Are these options compatible with my
lifestyle?
Do I have any barriers/constraints at
this point?

5. Individual Career Planning Process
Explore Opportunities
Step 3: Explore Opportunities
Gathering career information which
includes- employment outlook, salary,
education, training & job duties
What work-life options are available to
me?
Who can I ask for guidance?
How can I check my work-life options?

6. Individual Career Planning Process
Make Decision
Step 4: Make Decision
Process of decision-making for future
career option
Has the technique been adopted by me
for deciding on my career option a valid
one?
Who will listen to me and assist me
with my decision making ?

7. Individual Career Planning Process
Action Plan
Step 5: Action Plan
Develop the steps needed to take in
order to reach your goals
Have I planned what I need to do now
and later?
What support is available to me to
assist me in making it happen?
How do I market myself?
What should I put in my resume?
Do my interviewing and negotiating
skills need improving?

8. Individual Career Planning Process
Audit Results
Step 6: Audit Results
By working through the earlier steps
develop a better understanding of ones
career situation and audit the results
Have my expectations been met?
Are the results beneficial to me?
What can I do to retain the benefits
What have I learnt from the transition
process?

9. Individual Career Planning
Organizational Career Planning
Your career is not a matter of chance
- it is a matter of choice.
It is not to be waited for, but to be achieved.

10. Organizational Career Planning
Is the process of planning one’s work life
and involves evaluating abilities and
interests, considering alternative career
opportunities, establishing career goals,
and planning practical development
activities.
“Organizations have their own vision and
individuals their own aspirations. Alignment
and congruence of both create a win-win
situation and the lack of such alignment can
create movement in haphazard directions
leading to loss of productivity, morale, etc.”

11. Organizational Career Planning
Types Of Career Programmes
Career Pathing
Career Counseling
Human Resources Planning
Career Information System
Management Faculty Development Programme
Training
Special Programmes

12. Organizational Career Planning
What is the average length of time an
employee stays with the organization? Does this
vary by position type?
How much does the organization spend
annually (in total and per employee) on
employee career planning?
Is there a formal training program for
managers conducting career planning? If so,
please describe it.
How are managers and supervisors trained
and prepared for their roles?

13. Organizational Career Planning
Recommendation For The Employer:
Provide employer with the tools & opportunities to
enhance their skills.
Create an environment for continuous learning by
supporting & rewarding employee development &
learning.
Provide opportunities for self-assessment.
Provide opportunities for additional training,
including orientation & training.
Have managers trained as coaches & mentors to
assist employees.

14. Organizational Career Planning
Recommendation For The Employer:
Use reward systems that support the
organization's career development strategy.
Make sure the career programmes are integrated
with other human resource programmes.

15. Organizational Career Planning
Tips For The Employer:
 Talk with your employee about his or her
interests.
 Share information about your plan for his career
growth.
 Point out your employee's skills and interests and
how they relate to various careers.
 Don't pressure your employee to make choices –
give him time to explore where his capabilities
lie.
 Provide appropriate information.
 Don't try to steer your employee in the direction
you feel is right. Career choice is a personal
decision.

16. Individual Career Planning
Organizational Career Planning
Enhanced Individual and Organizational
Performance

17. Case: Innovative Career Plan at AT & T
A unique company initiative at AT &T is on
internal labour pool of more than 600 contract
workmen.
Termed Resource Link, about 300 contingent
labour joined the contract pool as a “career
move”.
Resource Link promised employees an
opportunity to increase their skills knowledge,
visibility and marketability.

18. Case: Innovative Career Plan at AT & T
On selection, they are offered permanent
positions at Resource Link and retain same
salary and benefits.
It is only their assignments that remain
temporary.
Rather than being in a traditional job and career
path, the Resource Link Associates move from
project to project.

19. Case: Innovative Career Plan at AT & T
AT &T is reaping innumerable benefits and
successfully been able to retain and develop
talented employees.
The company is spending much less on
severance payments and makes huge savings on
fees payable to external agencies for hiring
temporary employees.

20. Case: Innovative Career Plan at
Motorola India
Number one employer by choice.
Mantra-talent acquisition with respect to long
term prospects of an employee’s career.
Source potential employee’s

21. Case: Innovative Career Plan at
Motorola India
Informing employee’s of career opportunities
throughout the corporation & encouraging
qualified employees to seek the coveted
positions.
Formula for success- 4E’s + 1E
( Envision, Energize, Execute, Edge + Ethics)
Return to India program

22. Case: Innovative Career Plan at
Motorola India
Career management –plan based on
performance & potential.
Reward’s philosophy
Performance culture- “Pay for Performance”
Philosophy
Training & development

23. Case: Innovative Career Plan at
Motorola India
 HR Policies
 Health Program:
 Preventive health subsidy
 Wellness & health services
 Provident fund plan
 Recognition Programs:
 Lump sum award recognition

24. Case: Innovative Career Plan at HSBC
The executive career development programme of
HSBC in India- four and half year period.
Training on various aspects of banking by
projects.
The executive trainee development programme-intensive
7 week course at HSBC group training
facility in U.K.

25. Case: Innovative Career Plan at HSBC
Training gives appreciation of HSBC’s
organization’s, products & services.
Objective of programme- to provide a perfect
blend of formal training & informal activities to
equip them with the skills.

26. Case: Innovative Career Plan at HSBC
Then a 3 week regional training more specific to
HSBC’s business & products in India.
The executive career development programme
provides them with cross-functional exposure
trough postings to a variety of job’s in personnel
banking, credit, cash management .

27. Advantages Of Career Planning
 For Individuals:
 Knowledge Of Various Career
Opportunities, his Priorities Etc.
 Internal Promotion ,Up gradation And
Transfers
 Improves Employee Performance

28. Advantages Of Career Planning
 For Organizations:
 Availability Of Human Resources
 It Ensures That The People Belonging To
Backward Communities Get Equal
Opportunities For Growth And
Development.
 Enhances Cultural Diversity
 Promote Organizational Goodwill

29. Results Of Career Planning
More realistic approach of what is
expected of them
Supervisory roles in career counseling are
clarified
Personal career planning ability is
increased
Human Resource Systems are effectively
utilized.

30. Thank You