CAREER

PLANNING

Presented by
Anuja
(2009-2011)
 What is Career ??
• Job V/S Career
– Job – “What Can I do now to make money ?”

– Career- Chosen profession of your life. Requires

willingness to get the training needed to build your skills
for the future.
• A career is the work a person does. It is the sequence
of positions held by a person during the course of
his/her lifetime.
Career Planning what’s that ? ?

“A process to gain insight

into what a person is,
where he is and where he
wants to go in his career.”
 Deeper Insight…
• It is the life- long process a person goes
through to learn about himself such as
– Purpose
– Personality
– Interests
– Skills
– Talents

• Identifies what is important, what career path

to opt & skill building to improve
• Make a career choice while developing &
coping social skills
 Characteristics
• It is an ongoing process.
• Defines life career, abilities, and interests of
employees
• Describes various roles an individual may have as a
part of his life career & organisation
• Helps develop skills required to fulfill career roles
in/out side organisation
• Charts out occupational/professional directions as
they relate to goals.
 Importance
• People leave an organisation due to lack of career
growth
• Helps in identifying handicaps & the blind spots to
overcome
• Retention & development of high potential employees
• Critical human resource strategy
• Builds internal staff capabilities (bench strength) for
the emerging organizational demands
• Facilitates developmental moves across the
organisation
 Contd..
• High-level vision and goals of company are
clearly made known to employees
• Growth of an organisation is intrinsically
linked with the growth of an individual
• Matching organization vision & employees
aspirations is must
 A typical
The manager
Employee
sees career
views a career Win-Win situation planning
planning
Programme for all as a retention
And
as a path to
motivational
upward
tool
mobility

The top management

view it as a
tool for
succession planning
Career Planning Techniques
• Personal Development Planning
• Training & management development
• Mentoring
• Career Counseling
 Personal development planning
• Carried out by individuals with guidance,
encouragement from supervisor/HRM
• Sets out the action proposed by individuals
• BUT receive support from organisation
• Purpose is to provide “Self organized learning
framework”
Stages in PDP

Analyze `Prepare
Set Goals
situation action Plan
 Management Development
• Development on the job through coaching,
counseling, monitoring and feedback by
managers on a continuous basis
• Development through work experience, which
includes job rotation, job enlargement,
• Formal training by means of internal or
external courses
 Mentoring
• Process of using specially selected and trained
individuals to provide guidance and advice which
will help to develop the careers
• coaching in specific skills
• helping people to help themselves
• parental figure with whom the trainee can discuss
their aspirations
 Career Counseling
• Counseling Sessions between individual &
manager
• Give opportunities to discuss aspirations &
concerns
• Managers get the chance to comment on them
helpfully
Whose responsible for planning
ones career??

Individual Organization
 Individual Career Planning

Organizational Career Planning

Your career is not a matter of chance

- it is a matter of choice.
It is not to be waited for, but to be achieved.
 Individual Career Planning
Career Planning is now the primary
responsibility of individuals.

Individual Career Planning Process

Self-Assessment

Audit Results Explore Information

Action Plan Explore Opportunities

Make Decision
 Individual Career Planning Process
Step 1: Self- Assessment
Process of gathering information about Self-Assessment
self in order to make an informed career
decision

What are my motivating skills,

interests & values?

What new learning do I want?

What work-life role do I want?

Which work environment am I most

suited to?
 Individual Career Planning Process
Step 2: Explore Information
Process of assessing the data gathered Explore Information
about self and exploring it with an open
perspective

How do I consolidate my self-

assessment information?

How do I use self-assessment data to

develop options?

Are these options compatible with my

lifestyle?

Do I have any barriers/constraints at

this point?
Individual Career Planning Process
Step 3: Explore Opportunities Explore Opportunities
Gathering career information which
includes- employment outlook, salary,
education, training & job duties

What work-life options are available to

me?

Who can I ask for guidance?

How can I check my work-life options?

 Individual Career Planning Process

Step 4: Make Decision Make Decision

Process of decision-making for
future career option

Has the technique been adopted

by me for deciding on my career
option a valid one?

Who will listen to me and assist

me with my decision making ?
 Individual Career Planning Process
Step 5: Action Plan
Develop the steps needed to take in Action Plan
order to reach your goals

Have I planned what I need to do

now and later?

What support is available to me to

assist me in making it happen?

How do I market myself?

What should I put in my resume?

Do my interviewing and

negotiating skills need improving?
 Individual Career Planning Process
Step 6: Audit Results
By working through the earlier steps Audit Results
develop a better understanding of ones
career situation and audit the results

Have my expectations been met?

Are the results beneficial to me?

What can I do to retain the benefits

What have I learnt from the

transition process?
Organizational Career Planning
Process of planning one’s work life and
involves evaluating abilities and
interests, considering alternative career
opportunities, establishing career goals,
and planning practical development
activities.

“Organizations have their own vision and

individuals their own aspirations. Alignment
both create a win-win situation and the lack of
such alignment can create movement in
haphazard directions leading to loss of
productivity, morale, etc.”
 Organizational Career Planning
Types Of Career Programmes

Career Pathing

Career Counseling

Human Resources Planning

Career Information System

Management Faculty Development Programme

Training

Special Programmes
 Corporate and HR Responsibility
• Organization is also responsible to support or to
proactively carve employees career progression
• should keep a track on the performance and progress of
all the professionals
• Provide information of existing & future opportunities
and growth avenues
• It’s an important function but its one of the most
neglected too
• HR department should chalk out well structured system
for career planning
Organizational Career Planning
Recommendation For The Employer:

• Provide employer with the tools & opportunities to enhance their skills.

• Create an environment for continuous learning by supporting &

rewarding employee development & learning.

• Provide opportunities for self-assessment.

• Provide opportunities for additional training, including orientation &

training.

• Have managers trained as coaches & mentors to assist employees.

Organizational Career Planning
Recommendation For The Employer:

• Use reward systems that support the organization's

career development strategy.

• Make sure the career programmes are integrated with

other human resource programmes.
 Advantages Of Career Planning

 For Individuals:
 Knowledge Of Various Career Opportunities,
his Priorities Etc.

 Internal Promotion ,Up gradation And

Transfers

 Improves Employee Performance

Advantages Of Career Planning
 For Organizations:
 Availability Of Human Resources

 It Ensures That The People Belonging To

Backward Communities Get Equal
Opportunities For Growth And Development.
 Enhances Cultural Diversity

 Promote Organizational Goodwill

 Results Of Career Planning
 More realistic approach of what is expected of
them
 Supervisory roles in career counseling are
clarified
 Personal career planning ability is increased
 Human Resource Systems are effectively
utilized.
Conclusion
Thank You….