PRESENTATION ON:

CAREER PLANNING IN HRM

By:Nivedita Wagh
Abhishek Balerao
Rinita Malwankar

CAREER PLANNING
Career planning is a continuous
process of discovery in which an
individual slowly develops his
own occupational concept as a
result of skills or abilities, needs,
motivations and aspirations of his
own value system.

OBJECTIVES OF CAREER
PLANNING
Attract and retain talent by offering careers, not jobs.
Use human resources effectively and achieve greater
productivity.
Reduce employee turnover.
Improve employee morale and motivation.
Meet the immediate and future human resource needs of
the organization on a timely basis

CAREER
PLANNING
PROCESS
Identifying
individual
needs
1.

2.

and aspirations

Analyzing career opportunities

Aligning needs and

opportunities

4.

Action plans and periodic

review

MODEL OF CAREER PLANNING

CHANCE AND LUCK
MODEL.
ORGANIZATION
KNOWS BEST MODEL
SELF ORIENTED
MODEL
WATER UNIVERSITY
MODEL
SODI MODEL

WATERLOO
UNIVERSITY
MODEL

SODI CAREER
PLANNING MODEL

Selfawareness

Opportunit
y
awareness

Decision
making
and
planning

Implementi
ng plans

TWO APPROACHES TO
CAREER PLANNING
Depending On The Emphasis On The Needs Of The
Organization Or On The Individual Objectives:
The Organization Centered Planning System
The Person Centered Planning System

Organizational And Individual

Career Planning Perspectives

ORGANIZATI
ON
RESPOLNSIBILITY
ON CARREER
PLANNING

INDIVIDUAL
RESPOLNSIBILITY
ON CARREER
PLANNING

ORGANIZATION CAREER
PLANNING SYSTEM

Job
Rotation

Multiple skills
development

Sideways
promotion

DIFFERENT ROLES IN
CAREER PLANNING
Employees Roles
Managers role
Organization role

Case: Innovative Career Plan at HSBC

The executive career development programme of HSBC
in India- four and half year period.
Training on various aspects of banking by projects.
The executive trainee development programme- intensive
7 week course at HSBC group training facility in U.K.

Case: Innovative Career Plan at HSBC

Training
gives
appreciation
organizations, products & services.

of

HSBCs

Objective of programme- to provide a perfect blend

of formal training & informal activities to equip
them with the skills.

Case: Innovative Career Plan at HSBC

Then a 3 week regional training more specific to
HSBCs business & products in India.
The executive career development programme
provides them with cross-functional exposure
trough postings to a variety of jobs in personnel
banking, credit, cash management .

CONCLUSION
1. Company Perspective:- the failure to motivate the employees
by
2. planning their careers can lead to hinder the process of filling
vacant posts.
3. Employees Perspective:- the lack of career planning can
lead to frustration, feelings of not being appreciated by the
company
4. Restructuring of the organizations in the current crisis and
change their strategies make career planning a very
important process for both employees and employers.