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Career Planning.ppsx
- 1. Career Planning Presented By: Tathagata Chakraborti
- 2. Organization of talk…. Whatis career planning ? Glimpse of career planning process How important is career planning Career planning done by : Individuals Organizations Guidelines
- 3. What is career?? •Job vs. Career – Job – “What can I do now to make money?” – Career – Chosen Profession for your life. Requires a willingness to get the training needed to build your skills for the future. • A career is the work a person does. It is the sequence of jobs that an individual has held throughout his or her working life E.g. occupation of nursing.
- 4. Career planning what’sthat?? “Career planning consists of activities and actions that you take to achieve your individual career goals”
- 5. Deeper insight … •It is the life- long process a person goes through to learn about himself such as – purpose, – personality – interests – skills – talents • Develop a self- concept, learn about careers, and work situations • Make a career choice, while developing and coping social skills
- 6. Career planning :An ongoing process Here You… • Explore your interests and abilities • Strategically plan your career goals • Create your future work success by designing learning and action plans to help you achieve your goals.
- 7. Contd.. • The majorfocus is matching personal goals and opportunities that are realistically available. • Career planning is building bridges from one’s current job/career to next job/career. • Well-conceived career plan is flexible to accommodate changing opportunities for development
- 8. How important iscareer planning? • People leave an organisation due to lack of career growth • Deeper focus on an employee’s aims and aspirations • Degree of clarity • Helps in identifying handicaps & the blind spots to overcome • Significant motivator • Key retention tool • Critical human resource strategy
- 9. Contd… • High-level visionand goals of company are clearly made known to employees • Growth of an organisation is intrinsically linked with the growth of an individual • Matching organization vision & employees aspirations is must
- 10. The top management viewit as a tool for succession planning The manager sees career planning as a retention And motivational tool A typical Employee views a career planning Programme as a path to upward mobility Win-Win situation for all
- 11. Whose responsible forplanning ones career?? Individual Organization
- 12. Self Assessment Academic/ Career options Relevant/Practical Experience Job Search Individual career planning process
- 13. 1. Self- Assessment •Aware of the interrelationship between self and occupational choice • Start by: – Learning interests, abilities, skills, and work values – Listing accomplishments – Understanding physical and psychological needs – Assessing aspirations and motivation level – Deciphering personal traits and characteristics Personality Interests Abilities Values
- 14. Competency Areas • Gainself-awareness • Improve self-confidence • Understand time and stress management • Develop personal/professional management skills Strategies For Gaining Competencies • Take exploratory classes • Identify personality style • Identify work values • Demonstrate skills in overcoming self-defeating behaviors • Identify symptoms of stress 1. Self- Assessment
- 15. 2. Academic /Career options • Investigate the world of work in greater depth, narrow a general occupational direction into a specific one • Start by: – Learning academic and career entrance requirements – Learning related majors and careers to one's interests – Investigating education and training required – Learning skills and experience required – Planning academic and career alternatives – Learning job market trends
- 16. 2. Academic / Careeroptions Competency Areas • Gain research and investigative skills • Practice decision-making, problem solving and critical thinking skills • Increase understanding of how abilities, interests, and values match career/academic requirements Strategies For Gaining Competencies • Read occupational resources • Get assistance from a counselor • Talk to people who work in your areas of interest • Attend Job/Career Fairs and/or Career Panels • transferable skills should be be gained
- 17. 3. Relevant /Practical experience • Gain practical experience through internships, cooperative education etc.. • Start by: – Testing new skills and try diverse experiences – Deciding the type of organization in which to volunteer or work – Assessing likes and dislikes of work values, skills, work environments, – Assessing if additional/different coursework or skills are needed for your targeted career goals
- 18. 3. Relevant /Practical experience Competency Areas • Gain an appreciation for working with individuals from diverse cultures • Understand and practice ethical behavior • Gain supervisory/leadership/ teamwork skills • Enhance self-management skills • Obtain work related, transferable skills • Develop conflict resolution skills Strategies For Gaining Competencies • Attend relevant conferences and seminars • Become familiar with work settings and job descriptions • Practice making decisions by supervising a group of people • Talk to alumnus/a about your career goals • Work part-time or during summer
- 19. 4. Job Search •Start by: – Learning how to prepare resume and cover letters, and complete employment applications – Learning and implementing job search strategies – Learning and practicing interviewing skills – Narrow your choices
- 20. 4. Job Search CompetencyAreas • Ability correspondent in a coherent, professional manner • Communicate verbally in a clear, concise manner • Effectively use networking, problem-solving, and decision making to reach career goals • Develop budgeting skills in relation to the job search, travel, and relocation Strategies For Gaining Competencies • Register with Career Planning & Placement Services • Review resume with a career counselor • Receive referrals
- 21. Direction Career Time Transitions Career planningoptions Projected Outcome Organizational career planning process
- 22. Organizational career planningprocess 1. Direction – Assessing employee wants and organizational needs – common goal setting 2. Career time – Relates to distance & speed of an employee – How far & how fast can employee move on career path?? 3. Transition – Relates to changes expected to a career goal – Analyzing transition factors – Setting goals and a timetable
- 23. Contd… 4. Career planningoptions – Advancement. – Lateral – Change to Lower Grade – Mobility. – Job Enrichment – Exploratory Research 5. Projected Outcome – Calculate the risks attached – How well will it pay off?
- 24. Some important guidelines •Employees – Discuss any concerns regarding career or professional development with supervisor – Its your career, take all necessary initiative • Supervisors/ Managers – Make career planning an ongoing process – Explain employees importance of growth, need for change – Personal commitment
- 25. Contd… – Acquire skillsto be a good developer – Give essential feedback to employees – Provide a work environment that is conducive – Supportive and motivational atmosphere • Organizational – Existence of supportive organizational structure suitable to employees needs – Provide resources dollars and time
- 26. Career Planning isNOT… • Leaving the decision to chance • Getting information and never deciding • Going along with someone else’s plans It’s OUR future. WE need to make our career decision!!