Employee career development and growth

2. TABLE OF CONTENTS
 INTRODUCTION
 MEANING AND DEFINITION
 OBJECTIVES OF CAREER PLANNING
 CAREER PLANNING PROCESS
 CAREER DEVELOPMENT PROCESS
 SUCCESSION PLANNING
 NEED FOR SUCCESSION PLANNING
 CONCLUSION

3. All organizations like to improve constantly. One of the biggest
channels to introduce improvements in any organization is through
change. There can be no improvements without change. The same
thing goes for the employee too. There can be no improvement in an
employee’s career if he isn’t open to change.
Nowadays, if someone expects all good things to happen to him
without he doing any value addition, then he is living in a fool’s
paradise. This is the reason why most of the organizations have self-
development plans to help their employees improve their skill sets and
become at par with the best talent globally. This acquisition of new
skills helps them in gaining personal growth and successful long-term
careers. The secret to career success has been encapsulated in the
simple words, be the person with the right skills in the right place
at the right time.

4. EMPLOYEE CAREER PLANNING – Career Planning stands for the forward looking
employment policies of it which take into account the career of individual
employees involved in various tasks. It unites organisational human resource
planning with individual career needs.
In Brief career planning is a managerial technique for mapping out the entire
career of employees from the employment stage to retirement stage.
EMPLOYEE CAREER DEVELOPMENT – Career Development consists of actions
undertaken by the individual employee and the organisation to meet career
aspirations and job requirements.
Developing career paths that enable employees to understand their options to
grow in the organization.
Gathering the information to determine what skills they would need to achieve this

5. CAREER PLANNING IS DEFINED AS “ A Process whereby
an individual sets career goals and identifies the means to
achieve them”
CAREER DEVELOPMENT IS DEFINED AS “ A formal
approach used by organization to ensure that people with
proper qualification and experience are available when
needed”

6. The major objectives of career planning and
Development are as follows:
To identify positive characteristics of the employees.
 To develop awareness about each employee’s uniqueness.
To respect feelings of other employees.
To attract talented employees to the organization.
To train employees towards team-building skills.
 To create healthy ways of dealing with conflicts, emotions, and stress.
OBJECTIVES OF CAREER PLANNING

9. Organisation run on eternal basis. The survival and
thrive of any organisation on continuous basis requires a
succession of persons to fill key positions. This is done
through “succession planning” . Succession planning
can be defined as an executive inventory report
indicating what individuals are ready to move into higher
positions in the organisation. In an organisation,
positions at higher levels falls vacant due to various
reasons like retirement, resignation, promotion, transfer,
death e.t.c. Therefore the very purpose of succession
planning is to identify, groom, develop and make the
people ready to occupy higher level jobs as and when
they fall vacant.

10. 1. Ensures Business Continuity:
Succession planning ensures business continuity. It means the organization does not
cease to exist when the key positions become vacant due to sudden death, resignation
or retirement.
2. Develops Potential Employees:
Succession planning is important for grooming and developing competency of the next
possible successor. The right training helps the potential successor to improve his
strengths and overcome weaknesses. It also prepares him for various duties, challenges
that he might face in future if he fills up the position.
3. Identifies Next Successor:
The process helps to identify next possible successor in advance. Identification of
successor in advance (before retirement/resignation/death of person on the key position)
helps the organization to plan for future. Every business organization must invest in
identifying the next successor for the organization.

11. 4. Smooth Functioning:
Succession planning ensures smooth functioning of the organization. There is
supply of competent and skilled employees to take up the role or
responsibility of key manager whenever the need arises. Hence, temporary or
sudden absence of key manager does not halt the activities of the
organization.
5. Reduces Cost of the Organization:
With succession planning, the demand for human resources is met within the
organization. It lowers the cost of organization as the time, money, energy
required to recruit employee from external source is saved.
6. Corporate Image:
Organization invests in identifying and grooming employees. It also provides
varied growth opportunities within the organization. This increases job
satisfaction of employees, which results in increased performance and
productivity. This ultimately improves image of the organization in market and
attracts competent workforce towards the organization.

12. CONCLUSION
Hence we conclude that Career Planning and development are must for every
individual in order to become successful in life. Career planning and
development bring out the best within the individual & help in utilizing person’s
skills & abilities to the optimum level.
• It is very important and increases employee’s productivity.
• It Cuts costs through reducing employee turnover and redundancy.
• It Increases customer satisfaction because of improved services.
• It Aids in retaining the best personnel in all departments.
The long and short of the matter is that career development and planning are
the key factors for organization through which it able to accomplish and achieve
its goals and objectives.