Professional Documents
Culture Documents
Career
Career Planning
Career Planning means helping the employees to plan their career in in terms of their capabilities within the context of organizational needs. A career can be defined as all the jobs occupied by a person during his working life. Career anchors are certain attitudes formed early in life, which guide people throughout their career like managerial competence, technical competence, search for security, desire for creating and developing something new, and freedom of independence.
Career Stages
Preparatory stage Entry stage Early career stage Midcareer stage Late career stage
Career Development
Career Planning Workshops Career Counseling Determining Individual Needs Self-Management Training Mentoring Networking
organizations still try to develop and retain good employees employee loyalty and commitment are still important provide training and other learning experiences employees perform work with greater responsibility
Be self-reliant
take responsibility for yourself, your actions, and your career regardless of where you work think and act like an entrepreneur
look for opportunities to contribute in new ways generate constructive change
Be connected
establish many good working relationships be a team player with strong interpersonal skills all business is a function of human relationships
competitive advantage depends upon you and other people
two ways to think about the nature of the relationships between you and your employer
You You
Your Organization
Managerial Actions 1. Delivering Strategic Value 2. Building a Dynamic Organization 3. Mobilizing People 4. Learning and Changing
Succession Planning
Succession may be from internal employees or external people. Succession from internal employees is advantageous to the organization as well as to the internal employees. Organization can buy the employees loyalty and commitment, belongingness, shared feeling of development along with the organization by promoting the internal employees. Employees get the benefits of growth in the organization, organizations should also search for outside talent in certain cases like when competent internal people are not available.
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