Ganga priya crp
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The document discusses career planning within an organization. It outlines the steps in the career planning process which include need analysis, methods adopted like workshops and testing to help employees determine their career goals, identifying career opportunities and paths within the organization, and balancing the needs of experienced employees without degrees and new recruits with degrees but no experience. Career planning helps both employees and the organization satisfy each other's needs by assisting employees in achieving career goals that match available opportunities.
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Jitendra P. Kulkarni is a regional HR generalist with over 7 years of experience. He is currently working as the regional HR manager for JJ Marketing, a business partner of HDFC Bank. In this role, he handles all aspects of HR including recruitment, staffing, performance management, training, employee relations, and communication. Previously he has worked for other companies in various HR roles. He has a MBA in HR and diplomas in computer management and business administration.
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HR EXECUTIVE
STRENGTHS:
• Ability to deal with diplomatically.
• Dedicative & Deterministic towards my work.
• Positive Attitude having good leading skills.
• Intense working capability with high concentration for long duration.
• Versatile, self confident and honest to my duty and responsibility.
• Good presentation skills and good customer relation.
ROLES AND RESPONSIBILITIES :
1. Recruitment
- Coordination with Technical panel and understanding their requirements, defining job position.
- Resourcing screening and short listing resumes through various job portals or else internal reference head hunting.
- Short listing the resumes based on desired skills and experience.
- Advertising vacancies, screening and short listing resumes.
- Conducting telephone and personal interviews in coordination with departmental heads.
- Preparing offer letter, employment contract and job descriptions, completing joining formalities and documentation.
2. HR Administration :
- Preparing Full & Final settlements, PL Calculation, Leave Salary and all employee benefits.
- Compilation & processing of attendance data in attendance system.
- Processing Monthly attendance muster for workers, Trainee’s & officers.
- Maintaining employees personal files and records, communicating HR policies & across the organization at all levels.
- Designed policies and various HR forms and induction program.
- Maintaining Exit Interview.
- Tracking attendance, Maintaining leave records, PF record, Issue Letter etc.
- Preparation of full & final settlement generation of experience Letter, Relieving Letters.
- Keeping track of confirmation, Appraisals, and Increments of employees.
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3. Employee Engagement.
4. Celebrations – Festivals and other company events.
- Effectively managing welfare measures, management – employee get together, Picnics & parties.
- Developing employee engagement programs like Initiated and administered a welcome-mail policy to all new joiners, Initiated regular birthday mailers & celebration policy.
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Ability to prepare and maintain accurate records.
Creating and updating personnel, payroll and accounting information in spreadsheets.
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Proficient with MS word & Excel.
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HR EXECUTIVE
STRENGTHS:
• Ability to deal with diplomatically.
• Dedicative & Deterministic towards my work.
• Positive Attitude having good leading skills.
• Intense working capability with high concentration for long duration.
• Versatile, self confident and honest to my duty and responsibility.
• Good presentation skills and good customer relation.
ROLES AND RESPONSIBILITIES :
1. Recruitment
- Coordination with Technical panel and understanding their requirements, defining job position.
- Resourcing screening and short listing resumes through various job portals or else internal reference head hunting.
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- Conducting telephone and personal interviews in coordination with departmental heads.
- Preparing offer letter, employment contract and job descriptions, completing joining formalities and documentation.
2. HR Administration :
- Preparing Full & Final settlements, PL Calculation, Leave Salary and all employee benefits.
- Compilation & processing of attendance data in attendance system.
- Processing Monthly attendance muster for workers, Trainee’s & officers.
- Maintaining employees personal files and records, communicating HR policies & across the organization at all levels.
- Designed policies and various HR forms and induction program.
- Maintaining Exit Interview.
- Tracking attendance, Maintaining leave records, PF record, Issue Letter etc.
- Preparation of full & final settlement generation of experience Letter, Relieving Letters.
- Keeping track of confirmation, Appraisals, and Increments of employees.
- Preparing various letters like offer letter, appointment letter, confirmation letter, increment letter, transfer letter, absenteeism notice , warning letter, showcase notice, experience or service certificate, reliving letter etc.
3. Employee Engagement.
4. Celebrations – Festivals and other company events.
- Effectively managing welfare measures, management – employee get together, Picnics & parties.
- Developing employee engagement programs like Initiated and administered a welcome-mail policy to all new joiners, Initiated regular birthday mailers & celebration policy.
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That is, we explore how career paths serve as practical tools and guiding resources in attracting, developing, and retaining talent, all critical elements in maintaining your organization’s viability.
Soumendra sample.pptx
This document discusses career planning, development, and succession planning. It defines career planning as a process where an individual sets career goals and identifies means to achieve them. Career development is a formal approach organizations use to ensure people with proper qualifications are available when needed. The document also discusses the objectives of career planning, such as identifying employee strengths and developing awareness of uniqueness. It states that succession planning identifies potential successors in advance to fill key positions as needed.
CAREER PLANNING AND DEVELOPMENT.pptx
This document provides an overview of career planning and career development. It discusses key concepts like career anchors, objectives of career planning, the career planning process, models of career planning, stages of career development, roles in career development, and importance of career development. Initiatives for career development include workshops, counseling, mentoring, and personal development plans. Both individual initiatives like self-assessment and organizational initiatives like employee development programs are important for effective career planning and development.
Career Planning and Development
This document summarizes career planning and development initiatives for both organizations and individuals. For organizations, it discusses job posting systems, mentoring, career resource centers, managers as career counselors, career development workshops, human resource planning, performance appraisals, and career paths. For individuals, it outlines career planning, career awareness, utilizing career resource centers, and analyzing interests, values, and competencies. The overall purpose is to provide guidance and resources to support employees in taking responsibility for and actively managing their own career development.
Career planning Ratan Global Business School
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.
Career Planning In Talent- (2) (2).pptx
Career planning involves assessing an employee's strengths, interests, and mapping a career path aligned with the organization's needs. It enhances employee development, engagement, and supports succession planning. When done effectively, career planning can improve retention, align skills with organizational needs, attract talent, and minimize risks. The document discusses how career planning is beneficial for both employees and organizations by engaging employees, supporting personal growth and purpose, and guiding employees towards personalized learning opportunities.
Career planning
This document outlines career planning, including its definition, objectives, process, and benefits. Career planning is defined as systematically matching career goals and capabilities with opportunities. It assists organizations in identifying employees for higher positions and planning for retirements. The objectives of career planning are to help employees develop career goals and stay competitive, act as a standard for employee progression, and form the basis for succession planning. The career planning process involves self-assessment, exploring options, narrowing options, and taking action. Benefits include ensuring a supply of promotable employees, improving employee loyalty, encouraging growth, and preparing for succession planning.
Human resource tool kit
The document provides guidance on designing job positions and descriptions, conducting employee searches and interviews, evaluating employee performance, developing training programs, and obtaining feedback on training. It outlines five steps for writing an accurate job description: job title, duties, skills/competencies, relationships, and salary. Tips are provided for attracting suitable candidates, conducting effective interviews, using tools like performance plans to evaluate employees, identifying training goals and resources, and tracking training progress. Feedback questionnaires sent anonymously are suggested to capture honest feedback on training. The relationship between training employees and high organizational and individual performance is discussed.
Career planning
Career planning is the systematic process of selecting career goals and mapping out the path to reach those goals. It involves identifying an individual's interests, skills, and abilities and matching them with opportunities within an organization. The process includes assessing employees' potential and willingness to take on higher roles, analyzing career opportunities available, and developing strategies to address any mismatches between individual and organizational needs. Periodic reviews of career plans are also important to ensure employees' skills are kept aligned with changing business requirements.
3-HRM-and-Development.pptx
This document discusses various aspects of human resource management systems including training and development, job design, recruitment and selection, performance management, and career development. It emphasizes the importance of integrating employee skills with job requirements through proper job analysis and design. It also stresses the need for induction and orientation of new employees, ongoing employee development, and career planning to retain valuable talent.
Cracking the 'Career Pathing' Slideshare
Organisations will easily lose high-quality talent if there are few career advancement opportunities available to them. According to a study, two out of three employees have considered leaving their jobs due to a lack of opportunities for skills development or career advancement.
As such, professional growth remains at the top of many employees' minds, and career pathing is a critical tool that you, as an employer, can use to facilitate that growth.
Providing them with clear-cut career development requires a commitment to clarifying pathways for growth. Hence, by giving you a clear understanding of your employees' needs and aspirations, career pathing can also make internal recruitment and succession planning much easier.
In this deck, you'll understand why you should prioritise career development for your team.
You'll also learn
• The benefits of career pathing to your team
• Four (4) proactive steps you can take to create an effective career pathing
• The crucial role of career pathing in your organisational success.
Career planning and Development
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.
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Ganga priya crp
- 1. CAREER PLANNING IN AN ORGANISATION BY GANGADHAR PANIGRAHI AND PRIYABRATA PATNAIK [PGDM, 2ND YEAR, AWDI]
- 2. INTRODUCTION
- 4. Continued………………………….. A sensible early step in career planning is to diagnose. You might answer questions: • What types of positions and career experiences do I need to achieve my goals? • What personal traits characteristics and behaviors require change in order for me to improve my professional effectiveness?
- 6. STEPS IN CAREER PLANNING PROCESS
- 12. THANK YOU