This document discusses career planning and development for employees. It outlines the benefits of career planning such as retaining talent and boosting engagement. It describes a five step process for career planning including self-reflection, exploration, decision making, strategy formulation, and implementation. Advantages for both individuals and organizations are provided, such as satisfying esteem needs and identifying candidates for promotion. Limitations including dual career families and low ceiling careers are also covered. The document concludes by defining an individual development plan as a tailored plan created by employees to establish clear goals for skills development and career advancement.
Introduction: Introduction to training, need for Training and Development, differences of Training and Development, importance of Training and Development in organization.
HR practitioners have learned to add value by becoming effective facilitators of senior team strategic planning sessions. Operationally, HR units can ensure their plans and programs support and drive strategic business: Capability Assessment, Capacity Management, SWOT-FS, Importance-Performance Analysis, Benchmarking and Best Practice studies and impact evaluation using Kirkpatrick Level 3 & 4 assessment are just some of the tools.
Introduction: Introduction to training, need for Training and Development, differences of Training and Development, importance of Training and Development in organization.
HR practitioners have learned to add value by becoming effective facilitators of senior team strategic planning sessions. Operationally, HR units can ensure their plans and programs support and drive strategic business: Capability Assessment, Capacity Management, SWOT-FS, Importance-Performance Analysis, Benchmarking and Best Practice studies and impact evaluation using Kirkpatrick Level 3 & 4 assessment are just some of the tools.
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
In the 20th century HR is no more a departmental function. It is a core process determining the viability of your strategies. Strategies fail if they are not supported by the appropriate Human resource. Learn & Understand How.!
Training Needs Analysis (TNA) in one of the essential and basic activity of a HR Manager. Unless scientifically drawn, TNA won't bring fruits of productivity and performance improvement.
what is career?, Career Planning, features of Career Planning, Need of Career planning, career stages by Douglas T. Hall, Organizational career planning by P. Subba Rao, Succession planning, Career Development and Elements of career development.
Organisational Development – An Overview
Organisational Diagnosis, Renewal and Change
OD Interventions
OD Effectiveness
OD is an effort (1) planned (2) organization wide (3)managed from the top (4) increase organization effectiveness and health through (5) planned interventions in the organization’s processes, using behavioral science knowledge.
Human resources
Changing nature of the workplace
Global markets
Accelerated rate of change
better quality of work.
It creates higher job satisfaction
Team work is improved and encouraged
It finds better solution for conflicts
Commitment to objectives
Increases the willingness to change
Absenteeism is reduced.
Turnover is lower
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
In the 20th century HR is no more a departmental function. It is a core process determining the viability of your strategies. Strategies fail if they are not supported by the appropriate Human resource. Learn & Understand How.!
Training Needs Analysis (TNA) in one of the essential and basic activity of a HR Manager. Unless scientifically drawn, TNA won't bring fruits of productivity and performance improvement.
what is career?, Career Planning, features of Career Planning, Need of Career planning, career stages by Douglas T. Hall, Organizational career planning by P. Subba Rao, Succession planning, Career Development and Elements of career development.
Organisational Development – An Overview
Organisational Diagnosis, Renewal and Change
OD Interventions
OD Effectiveness
OD is an effort (1) planned (2) organization wide (3)managed from the top (4) increase organization effectiveness and health through (5) planned interventions in the organization’s processes, using behavioral science knowledge.
Human resources
Changing nature of the workplace
Global markets
Accelerated rate of change
better quality of work.
It creates higher job satisfaction
Team work is improved and encouraged
It finds better solution for conflicts
Commitment to objectives
Increases the willingness to change
Absenteeism is reduced.
Turnover is lower
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Career Planning and Succession Planning - Principles of Human Resource Manage...Rai University Ahmedabad
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This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
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2. Objectives of Career Planning
A career may be defined as 'a sequence of jobs
that constitute what a person does for a living'.
Career planning is a process by which one
selects career goals and the path to
those goals.
3. What are the benefits of career planning for
the employees?
1. Retain Talent
2. Boost Engagement and Productivity
3. Increase the utilization of managerial reserves within an
organization.
4. Fill Internal Skill and Role Gaps
4. Five Steps to Career Planning
Step 1
• Reflection and self-evaluation.
• Gather information about yourself to assist
in making a decision about a career
Step 2
• Exploration
• Analysis of career opportunities both within
and outside the organization
Step 3
• Decision-making and goal setting
Step 4
• Formulating a Career strategy
Step 5
• Preparation and implementation of the action plan
5. Advantages of Career Planning
A. For Individuals:
1. Helps the individual to have the knowledge of
various career opportunities.
2. Helps him select the career that is suitable to his
life styles, preferences, family environment, scope
for self-development etc.
3. Internal promotions, and transfers motivates the
employees, boost up their morale and also result in
increased job satisfaction.
4. It satisfies employee esteem needs.
5. It improves employee’s performance on the job by
taping their potential abilities
6. Advantages of Career Planning
A. For Organizations
1. It helps the organization identify internal employees
who can be promoted.
2. Efficient career planning and development ensures
the availability of human resources with required
skill, knowledge and talent.
3. By attracting and retaining the people from different
cultures, enhances cultural diversity.
4. Protecting employees’ interest results in promoting
organizational goodwill.
7. Limitations of career planning
1. Dual Career Families
With the increase in career orientation among
women, the dual career families have also been on
increase. Consequently, one of those family
members might face the problem of transfer. This
has become a complicated problem to
organizations.
8. Limitations of career planning
2. Low ceiling careers
Some careers do not have scope for much
advancement. Employees cannot get promotions
despite their career plans and development in such
jobs.
a. Declining career opportunities
b. Downsizing/ delayering of organization
9. Individual Development Plan (IDP)
Focuses on developing a quality talent pool by
allowing each individual to create a systematic
strategy to improve skills and overall performance.
Fulfils their personal skills development and career
goals.
IDPs help cultivate talent and enable individuals to
advance more quickly to meet the critical needs.
10. Individual development plan (IDP)
An IDP is a tailored plan created by employees in
collaboration with their immediate managers to
establish clear goals, deadlines and measurable
action items.
There are three major elements in a structured IDP:
1. Development goals.
2. Timelines to accomplish each development goal.
3. Activities necessary for development.
11.
12. Individual development plan (IDP)
The IDP is a quality tool that creates direction and
ongoing dialogue with future quality leaders.
Retain Top Talent - Providing career development opportunities ensures that valuable individuals are more likely to look within the organization, rather than elsewhere, when they desire a job shift.
Boost Engagement and Productivity - Today's employees expect to find meaning and direction in their day-to-day work - not just jobs and tasks, but meaningful careers and career goals. Employees who have access to career development processes, resources, and tools feel much more engaged and supported by the organization. In addition, employees who drive their own development are far more likely to be motivated and optimally productive on a consistent basis.
Increase the utilization of managerial reserves within an organization – The top talent gains the opportunity to apply for critical roles that may be vacant. Making such opportunities visible and available for all eligible employees ensures that the most qualified individuals enter those critical roles.
Fill Internal Skill and Role Gaps - Skill and competency gaps, particularly within critical high-level roles, are becoming more and more common as roles become more demanding and the demands of leadership grow increasingly complex. Creating a culture and process that facilitates internal mobility is one of the best ways to fill these gaps from within the organization.