12 Career planning

12.1 Career planning objectives Career planning lays the platform for the gradual development of identified individuals in accordance with the needs of the organisation as well as of their performance, potentials and preferences. The objectives of career planning are:

To meet the immediate and future human resource needs of the organisation on a timely basis To better inform the organisation and the individual about potential career paths within the organisation To utilise human resource programs to the fullest by integrating the activities that select, assign, develop, and manage individual careers with the organisations plans

12.2 Nynas Group policy statement on career planning The employee is ultimately responsible for his or her own career. The company bears the cost of the career planning process of the employee, as long as the objectives of the employee are in accordance with those of the company. The career planning process should:

Give the employees the relevant experience and training in order for each of them to reach a position that matches his or her maximum capacity Give the employees with potentials the guidance and encouragement needed to make a successful career within the organisation. Reward employees for meeting competency targets (job opportunities, new responsibilities)

12.3 Career paths Career planning should lead to a development towards positions as manager, generalist or specialists in the organisation, all subject to the qualifications of each individual. Care should be taken not to limit discussions and the scope of career development to the traditional up-ward move, but should include positions such as specialist, project manager and horizontal job changes as well.

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12.4 The Career Planning Process While career planning should be regarded an extension of the appraisal process it is important not to restrict the thinking to the part of the organisation where the employee currently is working. In order to secure this, the career planning should be looked upon as an extension of the appraisal process and should include discussions with the "grandfather" as well as with the HR function, thus broadening the scope. There are three basic steps in the career planning process: 1. Assessing the employees competencies 2. Communicating career paths, options and vacancies within the organisation 3. Setting realistic career goals through career discussion with supervisor (mentor or manager)

12.5 Responsibilities in connection with career planning Employees: Career planning has to come from the individual, because only the individual knows what he or she really wants out of a career Self-assessment of his/her abilities, interests and career goals Submit information about themselves in time to meet career management decisions timetable (appraisal process) To seek and be open to counselling Managers: To serve as a catalyst and sounding board Advice the employee on how to set realistic goals and plan their accomplishments Advise an employee concerning possible career paths leading to that employee career goals Design, conduct and make public the career management decision process Assesses the employees potential Offer annual appraisal conversations as a formal vehicle for discussing career development HR Function: Develop and communicate career options within the organisation to the employee Keep information current as new jobs are created and old ones are phased out Promote the conditions and create an environment that facilitate career development

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