career planning & dvelopment

8/10/2019 Career Planning & Dvelopment

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CAREER PLANNINGAND DEVELOPMENT

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Career impacted life stages

Stage 5: Late Career (ages 55ret irement):

Remain productive in work, maintain self-esteem, prepare for

effective retirement.

Stage 4: Midcareer (ages 4055):

Reappraise early career and early adulthood goals, reaffirm or

modify goals, make choices appropriate to middle adult years,

remain productive.

Stage 3: Early Career (ages 2540):

Learn job, learn organizational rules and norms, fit into chosen

occupation and organization, increase competence, pursue goals.

Stage 2: Organizat ional En try (ages 1825):

Obtain job offer(s) from desired organization(s), select appropriate

job based on complete and accurate information.

Stage 1: Preparat ion for Wo rk (ages 018):

Develop occupational self-image, assess alternative occupations,

develop initial occupational choice, pursue necessary education.


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How Do People Choose Career?

Interest

Self-Image

Personality

Social-Background


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CARRER PLANNING

o It is a process by which one selects career goalsand the path to these goals.

o It is continuous process of developing human

resources for achieving results.


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OBJECTIVES OF CAREER

PLANNINGAttract and retain talent by offering

careers not jobs.

Achieve HR effectively and achievegreater productivity.

Reduce employee turnover Improve employee morale and

motivation.

Meet the future HR needs oforganization on a timely basis.
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PROCESS OF CAREER

PLANNING

Identifying individual needs and

aspirations.

Analyzing career opportunities.

Aligning needs and opportunities.

Action plans and periodic review.


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CAREER DEVELOPMENT

o It looks at the long term career effectiveness ofemployees

o The actions for career development may be

initiated by the individual himself or by theorganization .


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Career Development Cycle

The CareerDevelopment

Cycle

1.Self Awareness

Assessment- interest, ability

and

skills,aptitude,values.priorities

3.Career Decision Making-

establish goals, make

plans,impliment,evaluate

and progress


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HR

s

Rolein

Car

eerDev

elopmen

t

THE GOAL: MATCH INDIVIDUAL

AND ORGANIZATION NEEDS

---------------------------------

The Goal: Matching

Encourage employee ownership

of career.

Create a supportive context.

Communicate direction of

company.

Establish mutual goal setting

and planning

IDENTIFY CAREER

OPPORTUNITIES AND

REQUIREMENTS

---------------------------------

Opportunities & Requirements

Identify future competencyneeds.

Establish job

progressions/career paths.

Balance promotions, transfers,

exits, etc.

Establish dual career paths.

GAUGE

EMPLOYEE

POTENTIAL

---------------------------------

Gauge Employee Potential

Measure competencies(appraisals).

Establish talent inventories.

Establish succession plans.

Use assessment centers.

INSTITUTE CAREER

DEVELOPMENT INITIATIVES

------------------------------------

Career Development Initiatives

Provide workbooks and

workshops. Provide career counseling.

Provide career self-management

training.

Give developmental feedback.

Provide mentoring.

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Thank you

career planning & dvelopment

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