This document provides information about career planning and succession planning. It discusses what constitutes a career, models of career development, and the career management process. It outlines the components of self-assessment, reality check, goal setting, and action planning. It also discusses design factors of effective career management systems and the shared responsibilities of employees, managers, HR managers, and the company in career management. Finally, it discusses evaluating career management systems by examining customer reactions and results.

1. INSTITUTE –University School of
Business
DEPARTMENT -Management
M.B.A
People Management: 21BAT621
Faculty Name : Dr. Apoorva Singh
(Assistant Professor)
UNIT-2; Chapter-6
Introduction to Career
Planning and
Succession Planning
DISCOVER . LEARN . EMPOWER

2. Course Objective
COB No. Title
COB1
To make the students understand the importance of human resources
as an asset and to sensitize the students to the various facets of
managing human resource in the real world.
COB2
To make students develop, implement and evaluate organizational
development strategies aimed at promoting organizational
effectiveness.

3. Course
Outcome
CO No. Title Level
CO1
To understand the different concepts for workforce
management in contemporary organizations
Understand/R
emember
CO2
To apply the processes that can be used to make people
more productive and happy
Apply
CO3 Analyse
CO4
To evaluate the new compensation structures consistent with
the prevailing industry standards.
Evaluate
To design and formulate HR policies for acquisition,
Design/Creat

4. Introduction to Career Planning

5. What Is A Career?
• Traditional Career
• Sequence of positions held within an occupation
• Context of mobility is within an organization
• Characteristic of the employee
• Protean Career
• Frequently changing based on changes in the person and changes in the
work environment
• Employees take major responsibility for managing their careers
• Based on self-direction with the goal of psychological success in one’s work

6. A Model of Career Development
• Career development is the process by which employees progress
through a series of stages
• Each stage is characterized by a different set of developmental tasks,
activities, and relationships
• There are four career stages:
• Exploration
• Establishment
• Maintenance
• Disengagement

7. A Model of Career Development (continued)
Exploration Establishment Maintenance Disengagement
Developmental
tasks
Identify interests,
skills, fit between
self and work
Advancement,
growth, security,
develop life style
Hold on to
accomplishments,
update skills
Retirement
planning, change
balance between
work and non-
work
Activities Helping
Learning
Following
directions
Making
independent
contributions
Training
Sponsoring
Policy making
Phasing out of
work
Relationships to
other
employees
Apprentice Colleague Mentor Sponsor
Typical age Less than 30 30 – 45 45 – 60 61+
Years on job Less than 2 years 2 – 10 years More than 10 years More than 10
years

8. The career management process:
Self-
Assessment
Reality
Check
Goal Setting
Action
Planning

9. Components of the Career Management Process: (1 of 2)
• Self-Assessment
• Use of information by employees to determine their career interests, values,
aptitudes, and behavioral tendencies
• Often involves psychological tests
• Reality Check
• Information employees receive about how the company evaluates their skills
and knowledge and where they fit into company plans

10. Components of the Career Management Process: (2 of 2)
• Goal Setting
• The process of employees developing short- and long-term career objectives
• Usually discussed with the manager and written into a development plan
• Action Planning
• Employees determining how they will achieve their short- and long-term
career goals

11. Design factors of Effective Career Management Systems:
(1 of 2)
1. System is positioned as a response to a business need
or supports a business strategy
2. Employees and managers participate in development of
the system
3. Employees are encouraged to take active roles in career
management
4. Evaluation is ongoing and used to improve the system
5. Business units can customize the system for their own
purposes

12. Design factors of Effective Career Management Systems:
(2 of 2)
6. Employees need access to career information sources
7. Senior management supports the career system
8. Career management is linked to other human resource
practices such as training, recruiting systems, and
performance management
9. System creates a large, diverse talent pool
10. Information about career plans and talent is accessible
to all managers

13. Shared Responsibility:
Roles in Career Management
Manager
Employees
Company
HR Manager

14. Employees’ Role in Career Management
• Take the initiative to ask for feedback from managers and peers
regarding their skill strengths and weaknesses
• Identify their stage of career development and development needs
• Seek challenges by gaining exposure to a range of learning
opportunities
• Interact with employees from different work groups inside and
outside the company
• Create visibility through good performance

15. Managers’ Role in Career Management
Roles Responsibilities
Coach Probe problems, interests, values, needs
Listen
Clarify concerns
Define concerns
Appraiser Give feedback
Clarify company standards
Clarify job responsibilities
Clarify company needs
Advisor Generate options, experiences, and relationships
Assist in goal setting
Provide recommendations
Referral agent Link to career management resources
Follow up on career management plan

16. HR Manager’s Role in Career Management
• Provide information or advice about training and development
opportunities
• Provide specialized services such as testing to determine employees’
values, interests, and skills
• Help prepare employees for job searches
• Offer counseling on career-related problems

17. Company’s Role in Career Management
• Companies are responsible for providing employees with the
resources needed to be successful in career planning:
• Career workshops
• Information on career and job opportunities
• Career planning workbooks
• Career counseling
• Career paths

18. Evaluating Career Management Systems
• Career management systems need to be evaluated to ensure that
they are meeting the needs of employees and the business
• Two types of outcomes can be used to evaluate:
• Reactions of the customers (employees and managers) who use the career
management system
• Results of the career management system
• Evaluation of a career management system should be based on its
objectives

19. Summary
• The importance of career planning can’t be
overemphasized. Having a career plan is crucial for every
person aspiring to become successful in life. It is a multi-
stage process that needs to be thoroughly planned and
executed to reap the desired benefits.

20. REFERENCES
Text Books
▪Dessler, G.2013. Human Resource Management. 15th Edition, Prentice-Hall, India, ISBN:9780134235455.
Online Articles
•https://hbr.org/2011/12/get-ready-for-your-next-assignment
•https://80000hours.org/articles/career-planning/
20

21. Assessment Pattern
Components HT-1 HT-2 Assignment Surprise Test Business Quiz GD Forum Attendance Scaled
Marks
Max. Marks 10 10 6 4 4 4 2 40

22. THANK YOU
For queries you can reach me on
Email:
apoorva.e8931@cumail.in