CAREER PLANNING AND

SUCCESSION PLANNING
PRESENTED BY- ARADHANA SEN

CLASS – FY MMS

SUB.- HUMAN RESOURCE MANAGEMENT

PROF.NILIMA ASHTANKAR
 OVERVIEW

 MEANING OF CAREER PLANNING

 DEFINATION OF CAREER PLANNING
 NEEDS OF CAREER PLANNING
 PROCESS OF CAREER PLANNING & DEVELOPMENT.
 ADVANTAGE OF CAREER PLANNING & DEVELOPMENT.
 SUCCESSION PLANNING
 MEANING OF SUCCESSION PLANNING
 NEEDS OF SUCCESSION PLANNING
 STRATEGIES
 MEANING OF CAREER
PLANNING

 Career planning is the process by which one selects career goals.

 Career development is those personal improvements one

undertakes to achieve a personal career plan.

 Career management is the process of designing and

implementing goals & plans to enable the organisation to satisfy
employee needs.
 DEFINATION OF CAREER
PLANNING

 According to Hunt, “Career Planning Is A Process Of

Systematically Matching Career Goals And Individual
Capabilities With Opportunities For Their Fulfilment.”
 NEEDS FOR CAREER
PLANNING

 Career planning is necessary due to the following reasons:

1) To attract competent person and to retain them in the

organisation.

2) To provide suitable promotional opportunities.

3) To enable the employees to develop and make them ready to

meet the future challenges.
PROCESS OF CAREER PLANNING &
DEVELOPMENT

1) Analysis of individual skills, knowledge etc.

2) Analysis of career opportunities both within & outside the

organisation.

3) Analysis of career demands on the incumbent in the terms

of skills, knowledge, abilities etc. and in terms of
qualifications, experience and training received etc.
 Cont.

4) Relating specific jobs to different career opportunities.

5) Establishing realistic goals both short-term & long-term.
6) Formulating career strategy covering areas of change
and adjustment.
7) Preparing and implementing action plan including
acquiring resources for achieving goals.
 ADVANTAGES OF CAREER
PLANNING AND DEVELOPMENT.
FOR INDIVIDUALS
• Satisfies employee esteem needs
• Improve employee’s performance
on the job
• Enhance employee commitment
• Increases morale of an employee
FOR ORGANISATION
• Ensure the availability of human
resources with req. skills and talent.
• Improve the organisation’s ability to
attract and retain highly skilled
employees
• Satisfy the employee expectations
• Protecting employee’s interest.
 SUCCESSION PLANNING

 Succession may be from internal employees or external

peoples.

 Succession from internal employee is advantageous to the

organisation as well as to the internal employee.

 Employees get the benefits of growth in the organisation.

DEFINATION OF SUCCESSION
PLANNING

 Succession planning is the process of identifying Developing

and Tracking key Individual for executive Position.

 Succession planning is concern with getting the right skills,

Experience and Competencies in the right job at the right
time.
 NEED FOR SUCCESSION
PLANNING

 Key staff will need to be replaced.

 Work output and corporate objectives must continue to be

met despite resignation, illness and restructuring.

 To meet staff’s desire for new and challenging roles.

 To fill the skills and knowledge shortages.

 STRATEGIES

 NATURAL SELECTION: Filling positions from those

internal employees that are fittest or best or hiring from
outside the organisation if not enough people found within.

 ACCELERATION POOL: Investing in nurturing the

skills of high potential staff through coaching, training,
leadership position and important work assignments.
THANK
YOU