Career Planning

What is Career?
Dictionary meaning of career is an individual's "course or progress through entire life (or a distinct portion of life)". It is understood mainly to be concerned with the remunerative or professional work and also, sometimes with formal education. What is Planning?

Planning the process of making plan is called planning, and Plan is a written document describing how to achieve goals.

What is Career Planning

Career planning consists of activities and actions which take you to achieve your individual career goals. Career planning help you in

Understanding where you are

Deciding where you want to be Making the changes and adjustments

necessary to get there

Career Planning Process

The career planning process can be divided into six steps: Self-Assessment(there is no substitute for knowing yourself) Career Exploration Targeting/job search Career Preparation Marketing Yourself(the more you know, the greater your marketability) Career Management

Advantages of Career Planning:

A well structured career plan in an organization helps it to retain those employees whom the company wants and to motivate them fully to use their potentials, talents and capabilities in the best possible ways. A good career planning system sends out a message that the organization believes in providing fairness and equal opportunities to all its employees with transparency. Since training and development of employees is an integral aspect of career planning, it prepares more competent professionals in the organization on an ongoing basis. This is advantageous to the organization as well as the employees.

Who's Responsible for Planning Your Career?

You have the lead responsibility for planning your career. Supervisors, managers, and your agency can provide you with meaningful assistance in this process.

Challenges in Introducing Effective Career Planning Structure

Competent human resource is scarce and all the organizations compete for it. Hence attracting, satisfying, motivating and retaining the competent people are a huge challenge. On top of it, in situations when the growth opportunities for the employees are less in the organization, meeting the expectations of all the talented and capable persons is an additional challenge. Yet another challenge in career planning is how to provide support to the marginal or average performers and how to facilitate the separation of the poor performers from the organization in a dignified manner.

Elements of Well Structured Integrated Career Planning System

It is necessary for the organizations to design a well structure integrated career planning system for its employees which may preferably contain the following elements: Competency model Performance appraisal system

Mentoring and career coaching

Establishing corporate campus Job rotations, job enrichment and job transfers Training and development

Competency-based HR

Individual Career Plan(ICP)

Individual career plans (also referred to as career action and development plans) can be looked at as an outline that helps a person figure out the steps he needs to take in order to achieve his ultimate career goals. The plan contains an organized list of the individual's work-related experiences, education, preferences and other groundwork to illustrate his career choices and to help develop a career action plan.

See a Career Counselor

The

career counselors at your college are trained professionals who can help you discover your strengths and weaknesses evaluate your values and goals sort through what type of career you want They will not tell you what to do, they will simply help identify what factors may lead to successful and interesting career options

Understanding Yourself
What is the kind of work I like to do? What activities give me the most satisfaction? What is the environment in which I would like to work? What kind of people do I like to work with? What kind of abilities do I want to build on?

Key Questions
What motivates you? What is your idea of an ideal job? What makes you excited? What kind of job would be most fulfilling? What kind of work should you stay away from? Where are you weak? Where should you change or improve?

Short Term Planning

Short term career planning focuses on a timeframe ranging from the coming year to the next few years.(1-3)

Long Term Planning:

Long term career planning: Involves a planning of five years or longer and a broader set of guidelines and preparation.(5-10 or 20 years)

Marketable Job Skills Overview

There are a five main marketable job skills that you should not only be aware of, but possess and include in your career planning assessment.
Communication Research and Planning

Work Survival

Human Relations

Organization, Management and Leadership

Career Strengths
Your strengths are the positive aspects of your life that make your knowledge and work experience different from everyone else. Examples: Work experience Education Strong technical knowledge within your field Specific transferable skills such as communication, teamwork and leadership. Personal characteristics such as strong work ethic, self discipline, ability to work under pressure, creativity and high level of energy Good contacts or successful networking Interaction with professional organizations

Career Weaknesses

Although you will feel uncomfortable discussing your possible weaknesses, it may be necessary to do so in an interview. You should always try to turn your weaknesses into a positive, showing that you have changed or are trying to apply a change to lessen these weaknesses.

Networking
Have you ever heard the phrase Its all in who you know? Its stated because its true. Many people land jobs because they form a relationship with another .Network contacts often turn out to be the best source of information. They provide you information about careers. They counsel you in interests, skills, experiences and goals. They generate job leads. Networking can happen anywhere, if you keep your eyes open to the opportunities that exist around you in your everyday activities.

Where to Network
Here are a few great places to network:

One to one meetings Conferences and Conventions Career or Job Fairs Academic/Training Settings Networking meetings The Internet Social/Community settings

Networking Strategies
Networking with others to further your career path is not as hard as it may sound. It can be as easy as starting up a conversation with a person in a training session to calling an executive and building a relationship.

No matter how you network, you should have a strategy for what you can get out of the networking session.
A networking strategy consists of: Establishing well-defined goals Setting objectives to reach those goals Creating a plan to meet those objectives

Goals
Goals should: Reflect your own values, not societies Be realistic and Attainable, not fantasies

Objectives
Objectives are the mini goals along the way to a goal. Objectives should be: Measurable Realistic Logical means to a desired

A plan is a written document describing how to achieve goals A plan should: Be systematic Fit your personal style Fit your goals Be based on thorough preparation

UNITED BANK LIMITED

United Bank Limited was established on November 7, 1959 and incorporated as a Public Limited Company under Companies Act 1913 Officer The Bank is currently operating 1056 Branches Domestically and 15 Branches Overseas (USA, Qatar, UAE, Bahrain and Republic of Yemen). UBL hold 51% of its total shares other 49% shares are owned by Government.

HRM Process in the Organization

The Human Resource Department of UBL is responsible to the following activities in the organization:

Recruitment & selection of employees Increase the existing skills of the employees through the arrangement of in-house and external training Orientation of new employees Compensation & benefits

Training Programs
HR Department:

How to monitor and evaluate performance management system for staff How to maintain Internal & External Training Record Recruitment & selection process UBL BANKS management recognizes the importance of trained and highly skilled persons in every field. To achieve this purpose, efforts are made to train and develop the employees at a level which is beneficial generally to the employee and specifically to the bank. Following trainings are given to its employees: Eternal Training Internal Training

EXTERNAL TRAINING:
Request is sent to Training Institutes For annual training schedules On completion of training, Copy of handouts & Certificate is collected from Trainee External training record Form is filled out for evaluation

After receiving Training Calendars, it is sent to Concerned In charges for nominations

Send nominees for External training According to scheduled dates

After 3 months, evaluation Is done by Head of respective department

Prepared Annual Training Program

Annual Training Program Approved & signed by Director (HR)

END

Internal Training
Externally Trained employee to share Knowledge through a presentation After presentation Completion, internal training Record of employees is filled out
Get signatures of trainee & trainer in signatures column for record

Preparation of presentation By trainer

Arrange attendance from participants for Internal training record by HRD personnel

Internal training record Is maintained by HRD Department

Presentation venue Is arranged by HR Department

Delivery of presentation

End

Orientation: it is given to all employees

Hiring of new Employee in the organization

Stage-1 Orientation Company Mission/Vision, Employee Benefits, Performance Appraisal, Employee Training

Stage-3 Orientation Explanation of job description, Common problem and their resolution, Department Procedures, work instructions

Stage-2 Orientation Department history, Role & Responsibility in the department, Departmental objectives, Relevant policies, procedure, rules & regulations

Structure of HRM Department

HUMAN RESOURCE DEVELOPMENT

DIRECTOR (HR) MANAGER (HR)

DY. MANAGER (HR)

Recruitment & Selection

Employee Requisition from Department

Interview Call

Final Interview by D, GM & HR Deptt

Selection & Job Offer

Job Advertisement In Press

CV Receiving & Screening

Appointment Letter

HRM Process in the Organization

Performance Management:

Two separate methods of evaluating performance are used: one for supervisory cadre and the other for workers:

Management by Objective (MBO) management system for supervisory cadre employees

GOAL SETTING: Mutually agreed goals between the subordinate and the superior on yearly basis (Jul-Jun) every year Each goal carries 25 points for 4 goals or 20 points for 5 goals

 GOAL MONITORING:

Goals are monitored on quarterly basis on a prescribed form namely Goal Monitoring PERFORMANCE EVALUATION: Employee performance is measured on the following basis: Planning skills Delegation & empowerment Executing skills (including time and stress management) Leadership & time building skills Communication skills Grievance & conflict handling Cooperation, coordination & attitude towards work Personal grooming & conduct - These skills are graded: Below Average (1 point), Average (2 Points), Above Average (3 Points) & Excellent (4 Points)

Performance Management:
Performance Ratings:

Below Average Average Above Average Excellent

= = = =

Upto 49% 50-70% 71-90% 91-100%

SUGGESTED REWARDS:

Annual Increment: An employee whose performance is evaluated at 50% or above is rewarded for Annual Increment. Other Rewards: Letter of Appreciation: Employees placed in the Excellent category have right to get a Letter of Appreciation

Promotion: An employee is promoted to the next cadre subject to a vacancy, based on his performance.
Both (Letter of Appreciation & Promotion):An employees is rewarded Letter of Appreciation & Promotion to next cadre if his in charge recommend both rewards.

HRM Process in the Organization

REWARDS: Special Increment Promotion to next cadre

Compensation Basic Pay Production Bonus Medical Allowance Housing Allowance Conveyance Allowance Provident Fund for workers Gratuity for Staff

Benefits
Benefits

Leaves (Medical/Casual/Earned) Health Insurance of Permanent Employees Long Service Awards Performance of Hajj Visit to Sacred Places for Christian Employees Interest free Motorcycle Loan Transport Free of cost Training (Internal & External)

Organizational career management

Transfer: To fill a vacant vacancy Mutual transfer (inter departmental change) Surplus in the existing department Partial physical unfit due to accident To fill a vacancy as the transferee meet the required qualification/experience Resignation: Better opportunity

Organizational career management

Environmental conditions Personal reasons

Retirement:

Retired at the age of 60 years Premature retirement on medical grounds

Critical Analysis

The promotions awarded to the employees is on the basis of politics and not on the basis of performance, qualification and professional experience. As I review the HR Functions of United Bank Limited I assessed that UBL have strengthened its roots in the market place and competing with its competitors successfully. At a vast level UBL providing online services and one of the leading banks in e-banking in Pakistan. The Horizontal organization design of UBL is also the reason of its success because as compare to vertical organization design horizontal is better due to fast and easy flow of communication among the employees The compensation and benefits plan of UBL are also very good as to its competitors. They provide Paid-time off, Retirement, Disability Insurance, Education and training programs to their employees. Employees stress handling during the work is also best. UBL handle stress of its employees like many of its competitors are not be able to handle. This is all the information that I get from UBL HR manager.

SWOT Analysis of the Organization

1.
2. 3. 4. 5. 6. 7. 8.

Strengths:
3rd largest Bank of Pakistan in term of deposits 2nd largest Privatized Bank of Pakistan UBL offering Customized Products and services aggressively better then its competitors Improved operational efficiency as to its past Extensive Branch network UBL Product positioning is very effective 1056 Branches all over Pakistan Stands in the list of Profitable bank in stock exchange

SWOT Analysis of the Organization

Weaknesses
1.

2.
3. 4. 5.

Accumulated losses pushed the bank to cut down its promotional activities in order to reduce expenses for last few years. The application time is also quite lengthy. UBL is a step behind in using new technology as compared to other banks All branches need orientation for customer dealing. Most of the employees are overload with the work and promotion is also not timely.

SWOT Analysis of the Organization

Opportunities: Bank can extend its network in other cities of Pakistan , it would increase their sales. Proper orientation of employees in all branches can help them to cope up with foreign banks Foreign remittances are another area as present world wide control systems over transfer of currencies through illegal channels has facilitated the area for the banks. Expansion of IT platform and internet based banking system. Interest of businesses in leasing facilities provides a healthy opportunity

SWOT Analysis of the Organization

Threats:
1. Large

and increasing competition promotion campaigns run by

2. Extensive

competitors.
4. High 5. Lack

operating costs of huge deposits

Conclusion

UBL Bank is struggling hard to achieve its goals and do their best to satisfy its customers requirements and presents their products in precise manner.