2. Career planning
• Career planning is the process by which one selects
career goals and the path to these goals.
• The major focus of career planning is on assisting the
employees achieve a better match between personal
goals and the opportunities that are realistically
available in the organization.
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3. Topics of Discussion
• Need for Career Planning
• Employee Career planning process
• What Can Employees Do In Career Planning ?
• What Can Managers Do In Career Planning ?
• Methods of career Planning
• Conclusion
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5. The Employee Career Planning Process
1. Self Assessment
2. Managerial Assessment
3. Information Evaluation
4. Creating A Plan
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6. Self Assessment
• This stage assists employees in
Setting goals
Values
Skills
Behavioural trends
• It contributes to identify the level of
employee's emphasis on work-life balance
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7. Managerial Assessment
• The employees are informed on how the
company assess their skills and knowledge
and what place they took on company plans
(e.g. opportunities for promotion, lateral
moves).
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8. Information Evaluation
• Employees establish the short and long term
career goals that are related to respective
competence, learning new skills, current
designation and promotion. These objectives
are discussed with the manager and recorded
in the individual career plan.
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9. Creating a Plan
• During this phase, the employees determine
how to achieve these short and long term
career goals.
These plans may include
Attending lectures and seminars.
Applications to fill vacancies within the company
Participating in interviews
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10. What Can Employees Do In Career Planning ?
• Take the initiative in the sense of requiring
feedback from peers and chiefs regarding the
strengths and weaknesses of their skills
• Identify the stage of career development and
the career needs
• Seize as many opportunities to learn
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11. What Can Managers Do For Career Planning ?
• Design and implement standards of
performance assessment
• Manager may refer the employee to assess his
motivations and choices regarding career &
professional goals
• Systematic encouragement and support of
staff during the implementation of the agreed
choices for career
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12. Methods of Career Planning
1. Career Planning Workbooks
2. Career Planning Workshops
3. Career Counseling
4. Career Self management training
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13. Career Planning Workbooks
Several organizations prepared work books to guide their
employees individually through
1. Systematic self assessment of values
2. Interests
3. Abilities
4. Goals
5. Personal development plans.
e.g. General Motors career development guide contains a section called “What do
you want your future to be” in which employees make a personal evaluation.
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14. Career Planning Workbooks
Some Organizations prefer to use work books written for the
general public popular one includes
• Richard N. Bolles’s
“What Color is your parachute”
• John Holland’s
“Self Directed Search”
• John W. Slocum & G. Scott King
“How to pack your career parachute”
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15. Career Planning Workshops
It helps in
• Make career decisions
• Set career goals
• Create career options
• Seek career planning information
• Build Confidence & self esteem
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16. Career Counseling
Career Counseling involves talking with
employees about their
Current job activities & performance
Performance
Personal and career interest & goals
Personal skills
Suitable career development objectives
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17. Career Self management training
Two Major objectives are :
1. Helping employees to continuously gather
feedback & information about their careers
2. Encouraging them to prepare for mobility
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18. Career Planning Conclusion
There is nothing more rewarding that doing
something you enjoy and getting paid for it
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19. Succession Planning
• Succession planning is a strategic approach to
ensure that necessary talent and skills will be
available when needed.
• Essential knowledge and abilities will be
maintained when employees in critical
positions leave.
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20. Topics of Discussion
1. Need for Succession planning
2. Who are Successors?
3. Steps of Succession Planning
4. Executive Replacement Chart
5. Succession planning check list
6. Conclusion
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21. Need of Succession Planning
Succession planning has been identified in
the Corporate HR Plan as a key initiative for
addressing a number of critical human resource
issues including
An aging workforce
Increasing turnover rates
Fast-paced changes in work
The need for a diverse workforce at all levels.
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23. Steps of Succession Planning
Identify
critical
position
Identify
competencies
Identify
succession
management
strategies
Document and
implement
succession
plans
Evaluate
Effectiveness
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24. Identify critical positions
• Workforce projection data or demographic analysis is
essential in identifying risk areas.
• A risk assessment may also be conducted and
compared to current and future vacancies to identify
critical positions within your organization
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26. Identify succession management
strategies
Choose from a menu of several human
resource strategies, including developing
internal talent pools, on boarding and
recruitment to address succession planning.
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27. Document and implement succession
plans
Action Plan provides a mechanism for
clearly defining timelines and roles and
responsibilities.
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28. Evaluate Effectiveness
To ensure that the department or agency’s
succession planning efforts are successful, it is
important to systematically monitor workforce
data, evaluate activities and make necessary
adjustments
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31. Succession Planning Conclusion
Succession Planning is a process in which for
every individual in a critical position, a
successor has been planned. The successor is
a potential replacement who could take
charge immediately
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